What are SVQs?
SVQs are national qualifications that recognise the workplace skills and experience staff have and provide the organisation with evidence which shows staff work to best practice National Occupational Standards. They are an assessment of competence not a training course, although training can be highlighted as a development need when assessing SVQs.
Who can do them?
NHSGGC has its own approved SVQ Centre which supports staff throughout the organisation to undertake vocational qualifications.
Priority will be given to requests from managers for staff to undertake SVQs when a service need has been identified as follows:
- Links to Service Needs, Redesign or Workforce Plans
- Identified at PDP Review
- Other e.g. (Role Development).
Why should staff do SVQs?
- They provide staff with a recognised national qualification
- They demonstrate that staff work to national standards
- They can improve confidence and performance at work
- They can provide a new insight to the job role
- They are a useful developmental tool and can provide strong evidence at KSF Review meetings
- They can provide staff with appropriate competences for future service delivery and for career progression.
What qualifications are on offer?
At present the SVQ Centre is approved to offer the following SVQs:
- Business & Administration – Level 2 – 4
- Healthcare Support (Clinical and Non Clinical) – Levels 2 – 3
- Team Leading & Management Level 2 – 5
- Learning & Development Level 3 – 4 (inc Assessor & Verifier awards)
- Social Services and Healthcare – Level 2 – 3.
Are there any exams?
No. Staff are assessed at their workplace using a variety of methods e.g. observation, reflection, professional discussion, current work products and questioning to underpin knowledge and understanding. They will be assessed on the skills they use every day in their job.
Don’t worry if staff have never studied for anything before or have difficulty writing reports etc. We will help them gather the evidence they need in different ways and can discuss providing support prior to starting a vocational qualification, which can tackle lack of confidence and other concerns which staff and managers may identify.
Who assesses staff?
Staff will generally be assessed by either a peripatetic assessor attached to the SVQ central team, a workplace assessor linked to their local area, an assessor from another workplace or from an outside training provider. There may be development opportunities for staff to train as workplace assessors in some areas.
How long will it take?
Time to complete a qualification is flexible. Everyone works through SVQs at a different pace. However we would expect candidates to finish within 9 -12 months depending on the award and level of qualification being undertaken.
What support is available?
An assessor and internal verifier will both be available for support.
The SVQ Team can be contacted directly for information, advice or guidance in relation to SVQs.
In discussion with managers, staff require support with allocation of time to carry out SVQ assignments and assessments. Underpinning Knowledge and Understanding is an important part of any qualification and links will be made with the relevant education staff to offer support to candidates.
How much does it cost?
The NHSGGC SVQ Centre has limited capacity to assess a small number of qualifications annually which would be corporately funded. Other delivery options are available. Contact the Qualifications Team to discuss funding implications.
I’m interested, what do I do now?
As a manager
Contact us to discuss which SVQs may be appropriate for your staff and any funding implications. A service level agreement may require to be set up.
As a prospective candidate
Contact us for an application form and to discuss which SVQs may be appropriate for you. If undertaking the SVQ is not already highlighted on your PDP, please speak to your manager as you need their support before applying.
Want to know more?
For further information on any SVQ programme please contact: LE.Support@ggc.scot.nhs.uk.
The TURAS Learn platform has a range of resources available. These are designed as easy to use reference guides to KSF and the PDP & Review process.
Two key video resources from this are below. One is for staff on what to expect and how to prepare for annual review meeting and the other one for reviewers on how to prepare for and conduct a review meeting.
PDPR Reviewer Video
PDPR Reviewee Video
The KSF Personal Development Planning and Review Process is an integral part of the wide range of organisational and operational support mechanisms in place for staff throughout their career with NHSGGC.
Induction
On commencing with NHSGGC, when changing roles or when returning from an extended period of absence, staff should receive an effective induction to support them in their role. This will enable a Personal Development Plan to be developed to support their initial learning and application in practice and it forms a foundation for the ongoing KSF Personal Development Planning and Review process. Induction Portal
Staff Support and Wellbeing
The KSF PDP & Review discussions can also link to the ongoing wellbeing discussions with staff. These well-being check-in’s often focus on how things are going (what is going well/what is been difficult and any supports required moving forward) and as such clearly fit in with the 3 key discussion questions that should frame the KSF PDP & Review. See the Staff Support and Wellbeing pages on HRConnect for further info on staff supports.
Career Development
The ongoing KSF PDP & Review discussions can also be an opportunity to discuss staffs wider career development and to include planning around this. The Career and Development Planning Framework pages are designed to offer a wide range of information to help plan development activities for staffs current post and prepare for future roles as part of a career pathway.
Learning, Education and Training Service
The Learning, Education and Training Service offers a range of development opportunities for all staff from entry into post and throughout the span of their career. From formal qualifications to learning pathways, we will provide you with practical solutions tailored to your needs. This might be by gaining a work based qualification, attending a classroom session (where appropriate) or via digital learning.
The Learning, Education and Training Catalogue outlines information on the wide range of tutor led and e-Learning courses that are available. Access to digital learning is flexible and resources can be accessed from mobile devices, work or home PCs at any time. You can also get support for learning through the NHSGGC Staff Bursary Scheme.
Organisational Development
The Organisational Development Pages also provide information on a range of interventions tools and resources to support ongoing development and learning including leadership development.
Professional Development
Individual professions will also have a range of resources available to support staffs ongoing professional learning and development.
Core Skills Training gives NHSGGC staff the chance to brush up on core writing, reading, number and computing skills used every day. The service is free and confidential. You can get help one-to-one or in a group. You may be referred by your line manager.
Benefits of workplace learning; everyone benefits from more confident and capable staff!
- Improves staff performance, morale, adjustment to change and redeployment
- Everyone has access to a PDP. Staff are more motivated, confident, more capable
- The NHS is more productive, more efficient, less wasteful and safer due to more accurate communication, paperwork, calculations
- Quality assurance and performance, improved client relations, staff retention
NHSGGC Core Skills Support – Numeracy and Literacy
Examples of skills staff have chosen to work on:
Reading:
- Notes, letters, forms, memos, emails, newspaper and magazine articles, books
- Work instructions, policies, invoices and orders, job training information
- Payslip, timesheets, rotas, charts, tables, directions and timetables
Spelling and Writing
- Writing notes, letters, emails, spelling, punctuation, grammar, using tenses
- Taking phone messages, organising your ideas, proof reading, filling in forms, charts, rotas, timesheets
- Accident reports, updating files & records, support workers competency portfolio
Numbers and Calculations
- IV drug calculations, clinical and non-clinical calculations
- + ÷ − x % decimal points, fractions
- Understanding and checking your payslip
- Using the 12 and 24 hour clocks, calculating time
- Measuring, filling in charts and tables
- Money; paying by cash and checking your change
- Understanding and paying bills, writing cheques
- Understanding timetables for public transport and planning journeys
- Fluid balance charts, height and weight conversions
- Unit conversions (g to mg)
Need more info or want to get started? Contact: Library.Network@ggc.scot.nhs.uk
NHSGGC Core Skills Support – Digital Literacy
Computing and the Internet, The Basics
Apart from the bespoke sessions with staff, working on general writing, reading and number skills, Core Skills training supports staff who need help to complete NHS training and study programmes, staff who have been redeployed and staff who are struggling to cope with dyslexia. We have helped Support staff with the written work required for their competency portfolio, working with them to improve spelling and grammar, essay writing and basic computing skills. Core Skills tutors also work alongside clinical staff who run the IV Therapy Education Programme. We help nurses to feel confident about calculations and number work before they sit the formal IV calculations assessment.
We have successfully trained staff in the basics of using a computer and the Internet; skills which have given staff the confidence to go on and tackle other NHS study programmes and on a day-to-day basis have helped staff become more effective at work, at home and in the community.
Need more info or want to get started?
Contact: Library.Network@ggc.scot.nhs.uk
NHSGGC has a commitment to equality, diversity and inclusion and we are continuously working towards building a Better Workplace. The One NHS Family campaign raises awareness of our commitment to acknowledging, supporting and celebrating our diverse workforce.
COVID-19 highlighted the many health and wider inequalities in our society. It became increasingly clear that COVID-19 had a disproportionate impact on many who already face disadvantage. The One NHS Family campaign took coordinated action to support those at risk across our organisation.
We continue to work together to make sure we value and respect colleagues for who they are, and for the unique part they play in our organisation. We are working to embed a ‘zero tolerance’ response to behaviour that contradicts our organisational commitments to equality, diversity and inclusion.
Practical support and activity provided by One NHS Family includes promoting and supporting NHSGGC’s Staff Forums / Network, offering peer support, employee training opportunities and pioneering career development programmes.
NHSGGC is committed to Equality, Diversity and Inclusion. Everyone has a part to play in supporting our culture, acknowledging equality, diversity and inclusion, and building a Fairer Workplace for all.
Our diverse staff group brings a richness of perspectives. It is critical that we treat everyone working for NHSGGC fairly and consistently, with dignity and respect. We will be better supporting our diverse patient community in an environment where diversity valued.
NHSGGC can only be truly inclusive if every single one of us commits and contributes.
Equality, Diversity and Inclusion Learning Event 2024 and 2023 Webinar Series
To read more about our first Equality, Diversity and Inclusion Learning Event and our webinar series, please click this link.
Key Stakeholder Groups
To continue to drive Equality, Diversity and Inclusion forward at an organisational level, five key stakeholder groups contribute to the delivery of Equality and Diversity activity:
You can find information on these groups by clicking the buttons below.
Organisational Values supporting Equality, Diversity and Inclusion
We encourage every employee to embrace our organisational values of Care and Compassion; Dignity & Respect, Openness and Transparency and Quality & Teamwork. By embracing our values, we continue Growing our Great Community, where everybody feels supported, valued and part of NHSGGC.
The Equality Act 2010 offers protection towards groups with ‘Protected Characteristics’. The Act explains the nine protected characteristics.
As part of our ongoing committment to Building a Better Workplace and Growing our Great Community, we have a range of commitments and activities currently underway as you will see described below.
Reasonable Adjustment Guidance
More recently, we have launched the new Reasonable Adjustment Guidance to support employees with a disability, health condition or diversity in the workplace, so they can be supported to have a great experience at work.
Equality, Diversity and Inclusion Calendars 2024 and 2025
The 2024 calendar was developed as a resource for staff to demonstrate a visible and supportive role which is committed to respecting and celebrating diverse communities, cultures and faiths. The calendar provides details of the main religious festivals, major national and international days of celebration or memorial which reflect the diverse population of our staff and community.
We focus on the six major world faiths – Buddhism, Christianity, Hinduism, Islam, Judaism, and Sikhism. This does not mean we do not recognise that there are many more faiths equally as important. We also recognise that a large proportion of our NHSGGC community may have no religion or belief.
The 2025 calendar is coming soon.
Did you know you can easily add key events and religious holidays from around the world to your Outlook calendar?
Here’s how:
1. Open your Outlook calendar.
2. Click on “My Calendars” on the left-hand side.
3. Select “Add Calendar” and choose “From Country.”
4. In the search bar, find the country where the event or holiday is widely observed.
5. Select the calendar you wish to add and click “OK.”
Now, you’ll see important dates automatically added to your calendar, helping you be more mindful of diverse cultures.
By embracing these small steps, we can build a more inclusive and respectful work environment for everyone.
If you would like to find out more about dates and events included within this calendar, NHSGGC libraries have a range of books containing relevant information. This resource list will be updated throughout the year.
What are the HCSW Induction Standards and Code of Conduct
All new team members or internal staff transfers, working in a Healthcare Support Worker (HCSW) role, are expected to meet the NHS Scotland Healthcare Support Worker Mandatory Induction Standards and HCSW Code of Conduct after 3 months in post (or part-time equivalent up to a maximum of six months).
Together, the induction standards and code of conduct focus on the promotion of patient safety and protection of the public with the aim of ensuring that all HCSWs know what is expected from them early in their employment and that they are able to deliver their role in a competent and professional manner.
The standards reflect many of the areas which a new member of staff can be expected to learn about during an induction period, which will include both corporate and on-the-job induction. They cover vital aspects in both clinical and non-clinical healthcare support worker roles, in relation to protecting the public.
They focus on the basic knowledge and skills required for a new member of staff to work safely and contribute to the delivery of high-quality patient care and services. By working through the standards, new healthcare support workers will actively engage in learning and development in key areas, for example health and safety and confidentiality, which will continue through the NHS Knowledge and Skills Framework.
HCSW Induction Standards Workbook
The new HCSW Workbook offers you guidance on how to use your workbook and suggests examples of evidence that will show how you have met the required standards.
Where do I get the evidence to complete my HCSW Workbook?
If this is your first post with NHSGGC, your manager will have already received an email from us explaining the induction process and they will be supporting your through all the steps of the induction process. At this stage you will have covered some of the knowledge and tasks that will help you to complete your workbook and your manager will support you through each part of the workbook until you have completed it.
If you are an existing team member and you have recently been successful in gaining another post in the NHS (e.g. promotion/ transfer), the evidence for completing the HCSW Workbook will come from your previous experience and any training that you have undertaken. There may be some questions in the HCSW Workbook that may require you to update your knowledge. You can do this by either completing the appropriate e-module/training or by visiting Step 2 of the induction portal which will contain all the necessary resources/policies which you need to be aware of. Step 2 of the portal is constantly updated to include up to date information on key changes in the organisation.
How do I update and complete my HCSW workbook?
There is an electronic version of the workbook which will allow you to type directly into it and save it as an electronic file on your personal drive or you may use a paper version which can be printed out and completed on paper. Which ever format you use you will refer to the evidence you have gathered and how this support the parts of the workbook.
The completed workbook must be signed off by your designated reviewer and kept on file. The reviewer may be your line manager, KSF reviewer or another member of staff who has been delegated this task by your departmental manager. Once you have met all of the induction standards and committed to the Code of Conduct, your manager/reviewer will send email confirmation to the HCSW Project Officer. This part of your induction journey will then be complete.
Don’t forget, your workbook provides a great place to store all the activities you have undertaken in your first weeks in NHS Greater Glasgow and Clyde. You may choose to come back to your workbook at a later date when you are preparing for your first annual personal development planning and review meeting. This meeting is with your manager/ reviewer and will reflect on your first year in post, identify what you have achieved in your role so far and plan for your next year looking at your objectives and personal development plan. The workbook may help you to look back at the initial tasks and training you undertook as your started out in your new role.
HCSW Code of Conduct
As a Health Care Support Worker, you know from your HCSW Induction Standards workbook that you play a vital role in:
- Helping the NHS deliver its services
- Protecting patients and the public from harm
- Valuing all aspects of equality and diversity.
What you do has a big impact on the quality of healthcare for people who use our services. The NHS Scotland Health Care Support Worker Code of Conduct is necessary because the work you do as a member of the healthcare team is very important. The Code is a list of statements that set the standard for how you should work on a day-to-day basis.
The Code is here to help you, your employer and the patients and the public you work with. It is based on the basic principle of protecting the public, and mirrors what is required of all the ‘regulated’ healthcare professionals you may work alongside.
To sign up to the Code of Conduct, please complete the ELearning module GGC:057 on LearnPro.
Once you have signed up to the Code your manager/reviewer will discuss this with you and check your understanding. This will form part of the completion of your workbook.
If you do not have access to a computer , a hard copy can be downloaded. Click here to access the full version of the NHS Scotland Health Care Support Worker Code of Conduct.
A range of support material is available to support managers (reviewers) through the mandatory induction standards and in understanding and committing to the Code of Conduct. These have been developed by NHS Education for Scotland in partnership with all NHS boards.
A summary of the key documents and a link are provided below:
The framework for learning and review
The Framework for Learning and Review has been developed to promote a consistent approach to supporting new healthcare support workers meet the standards. This framework document alongside the new HCSW Workbook and Reviewer Guidance are the core documents which should be used by reviewers and new healthcare support workers to guide and record achievement of meeting the Induction Standards. It provides an explanation of the criteria within each standard, outlines how staff demonstrate meeting the standard, where the required knowledge may come from and an indication of the evidence required.
Guidance for reviewers
The Guidance for Reviewers document explains the background to the Mandatory Induction Standards and sets out the role of the reviewer in more detail. Reviewers play a vital role in making sure that new staff members know what is expected of them in the first three months of employment. Reviewers should introduce the Induction Standards as part the overall induction activity and explain how the evidence that the Standards have been met will fit into the KSF development review process.
On this page
Corporate Use of Social Media
This policy relates to the professional use of social media within NHSGGC. It includes all such use whether on a network PC or on an employee’s own device.
‘Social media’ refers to websites and networks where users share photos, videos, opinions, or reviews. Blogs, YouTube, Facebook and Twitter are all examples. Social media offers opportunities for us to engage with patients and communities.
The misuse of social networks carries significant reputational, technical and legal risks. This policy is to provide clear advice and guidance to employees on the use of social media in a professional capacity.
The policy sets out a process for the limited and authorised use of social media for professional purposes. This is to allow the organisation to realise the benefits of social media whilst ensuring we assess and manage the risks.
- This policy applies to all employees of NHSGGC. Full-time or part-time, on permanent contracts, fixed-term or bank (as and when required) contracts.
- It covers the professional use of social media within NHSGGC. It does not cover what you discuss, comment on or publish in your own time on your own personal profile. The policy on personal use of social media covers personal use.
- Any information published online is accessible around the world within seconds. It will be available to the public for a long time. This makes it important to stick to the common principles shared across all forms of social media.
- The policy of NHSGGC is that social media is only to be used for business purposes if authorised. General access to social networking sites is not permitted on the NHSGGC network. Access to these sites will be blocked unless authorisation is granted.
Policy
Forms
You can obtain a word version of the associated application forms using the link below:
Corporate Use of Social Media Policy – Word version application forms
Personal Use of Social Media
This policy applies to what staff write, post or stream on social media sites in a personal capacity which may relate to their work.
We recognise that many employees take part in social networking sites outside of work hours. In the majority of cases this is uncomplicated and trouble-free.
The intention of this policy is not to interfere with an employee’s personal life. Yet there are potential risks/nuisances associated with the use of social media. Risks which individuals may not even be aware of. Erosion of the boundary between work-life and home-life can have a negative effect on the relationship between an individual and their employer.
We need to provide our staff with clear guidelines on what is and what is not considered to be appropriate personal use of social media. This is to safeguard the reputations of individuals and the organisation.
Top Tips on using the Personal Use of Social Media policy
- The main principle of this policy is that conduct on-line should meet the high standards of behaviour which we expect of our employees.
- Employees should take care about what they post on the internet. Individual privacy settings do not always stop others seeing and distributing your content.
- All employees are responsible for any information they make available on-line. This applies whether posting during work hours, during breaks or when not at work.
- If you identify NHSGGC as your employer, make it clear when publishing your opinions that these are your own personal views. You should make it clear that they do not represent the views of NHSGGC.
Policy
Guidance
What is the purpose of the policy?
NHSGGC recognises that many employees participate in social networking sites outside of work hours. In the majority of cases this is uncomplicated and trouble-free. The intention of this policy is not to interfere with an employee’s personal life however there are potential risks/nuisances associated with the use of social media; risks which individuals may not even be aware of.
What is Social media?
The term ‘social media’ is used to describe on-line technologies and practices that are used to share information, knowledge and opinions. Social media services and tools can involve a combination of technology, telecommunications and some form of online social interaction and can use a variety of different formats, e.g. text, images, video and audio. It includes social networking (e.g. Facebook, MySpace, Bebo and Linkedin), blogging applications (e.g. Twitter, Blackberry Instant Messaging, Blogger and WordPress), multimedia sharing and networking applications (e.g. YouTube, Flickr and Skype), information sharing sites (e.g. Wikipedia), review and opinion sites (e.g. Google Answers and Yahoo! Answers), forums (e.g. Mumsnet, Digital Spy and iVillage), dating sites and personal web pages. This list is not exhaustive.
What are employee’s responsibilities whilst at work?
As a general rule, NHSGGC employees are not allowed access to social media sites such as Facebook and Twitter on the NHSGGC network unless authorised for business purposes (see Policy on Corporate Use of Social Media). Where employees bring their own personal mobile devices into the workplace, they must limit their use of these devices in relation to personal use of social media to official rest breaks, such as lunch-times.
What are employee’s responsibilities when not at work?
All employees are responsible for any information they make available on-line whether this was posted during work hours, during breaks or when not at work. The Board considers employees to be responsible and accountable for information contained on their social networking page or blog.
Employees need to be aware of what is posted/uploaded to sites they control and that they would be expected to manage any inappropriate material responsibly.
Employees must not…
- Send information, forward e-mails or send images (e.g. photos, cartoons, graphics) on-line about NHSGGC, its services, facilities, staff, patients or third parties, which are confidential, defamatory, discriminatory, harassing, illegal, threatening, intimidating or which may incite hatred (e.g sectarianism/racism/homophobia).
- Direct defamatory, threatening or intimidating comments on-line towards other NHSGGC employees. If they do so, this will be judged in terms of the amount of harm caused and the size of the audience who will see the comments (e.g. how many people would actually see the comments on-line and just how bad were those comments considered to be?).
- Send or post images/photos of patients, services users or employees in the workplace, that would not otherwise be considered to be a public place, unless the express authority of the subject has been secured and that consent is based upon a full understanding of how the image will be used.
- Employees will inevitably discuss aspects of their working day with others, either face-to-face, over the telephone or on-line.
- Employees must however be cautious about discussing work-related issues and complaints in a manner which could cause reputational damage to individuals, their own reputation or that of the Board as their employer. Legitimate concerns should always be addressed through the appropriate Board complaint policies e.g.Grievance, Bullying & Harrassment and/or whistle-blowing procedures.
- Use their works e-mail address to register on a social network or e-commerce website (e.g. eBay, Amazon, Groupon)
Breaches of the Personal Use of Social Media Policy
Any breaches of this policy may be subject to the Board’s Disciplinary Policy and other associated policies such as Dignity at Work. (In applying these policies full use will be made of the supportive improvement provisions of the Disciplinary Policy.)
Employees should be aware…
That if they disclose the name of the Board as their employer, they should make it clear when publishing their opinions on-line, that these are their own personal views and that they do not represent the views of NHSGGC.
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.
Personal Relationships in the Workplace
NHSGGC recognises that employees who work together may be in, or form, personal or family relationships with colleagues.
This guidance has been developed to protect the integrity and welfare of employees, managers and the organisation in any such circumstances. The guidance must be applied in conjunction with appropriate professional guidelines and codes of conduct and relevant NHS Greater Glasgow and Clyde workforce policies e.g. Dignity at Work and the Staff Code of Conduct.
On this page
Nursing and Midwifery Rostering Policy
Nursing and Midwifery Rostering Policy
Staff Uniform
The policy applies to all staff employed by NHS Greater Glasgow and Clyde (NHSGGC), students attached to NHSGGC services and any contracted workers.
The staff uniform and dress policy provides health care workers and managers with information regarding the standard of dress and appearance required by NHSGGC.
Policy
Job Share
NHSGGC is committed to equal opportunities and the promotion of flexible, employee friendly working practices for all employees.
The Job Share policy will be actively promoted by the Board with the aim of creating an environment that will utilise an employee’s skills, talent and experience thereby giving the opportunity to both recruit and retain a well-motivated as well as committed workforce.
Job share represents an opportunity for employees to work fewer hours while maintaining their career prospects and personal development. Job share is designed to increase the variety and seniority of work available to those not seeking full-time employment.
Policy
Board Job Share Policy.
If you have any questions in relation to this policy please contact the HR Support and Advice Unit.
Guidance
What is a Job Share?
Job sharing represents an opportunity for employees to work fewer hours while maintaining their career prospects and personal development.
Job share is designed to increase the variety and seniority of work available to those not seeking full-time employment, without reducing the number of full-time jobs in the organisational structure.
Who can request Job Sharing?
The opportunity to request a job share is open to all employees, as well as to prospective employees, irrespective of the band or level of the post.
How is a Job Share arranged?
Job sharing can be introduced into a post in a number of ways:
- Existing employee formally applying to management for a job share arrangement to be agreed regarding the post they occupy.
- Internal application being made by an employee to share a post.
- Joint internal application being made by two or more existing employees as a unit to share a post.
- External application being made by a candidate to job share a post.
- Joint external application being made by two or more candidates as a unit to job share a post.
- Two or more separate applications being made, whether internal or external, which can be matched together to form a job share unit.
How will duties be shared?
The sharing of the duties and responsibilities of a post may take several forms. The aim in all cases is to ensure the most efficient means of operation. Division of duties may be into projects, tasks, and clients or merely time, as the case may be.
The partners should always be in a position to claim that at some time each had fulfilled the duties and responsibilities of the whole post.
Each job sharer is responsible individually for the satisfactory performance of his/her own duties.
Can I request a Job Share if I am due to return from maternity or adoption leave?
Yes, employees returning from maternity or adoption leave particularly benefit from job sharing.
For those employees who are on maternity or adoption leave and who wish to job share the following procedure applies:
- Notify your manager in writing at the earliest opportunity (but at least two months prior to the return to work date) giving notice of your wish to job share.
- If the job is felt to be unsuitable for job sharing an agreed alternative job share will be sought by your manager. Two months prior to returning from paid maternity or adoption leave you will receive copies of the organisation’s Jobs Bulletin and can apply for job share vacancies.
- You may wish to consider the use of unpaid maternity or adoption leave to allow your manager more time to find a suitable job share. The requirement to return for three months to retain maternity or adoption pay applies equally to employees returning from maternity or adoption leave on a job share basis and will commence at the date of return.
Please refer to the full Job Share Policy for details on terms and conditions and for information on working arrangements.
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.
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Equal Pay Statement
The Equal Pay Statement was agreed in partnership, and outlines NHS Greater Glasgow and Clyde’s support for the principle of equal opportunities in employment.
NHSGGC is committed to the principles of equality of opportunity in employment and believes that staff should receive equal pay for the same or broadly similar work, or work rated as equivalent and for work of equal value,
regardless of their age, disability, ethnicity or race, gender reassignment, marital or civil partnership status, pregnancy, political beliefs, religion or belief, sex or sexual orientation.
NHSGGC recognises that in order to achieve equal pay for employees doing the same or broadly similar work, work rated as equivalent, or work of equal value, it should operate pay systems which are transparent, based on objective criteria and free from unlawful bias.
Statement
Equality, Diversity and Human Rights
NHS Greater Glasgow and Clyde’s vision is to be a just and inclusive organisation in which everyone who receives services or works for us has the opportunity to fulfil their potential.
This cannot be achieved if there is prejudice, discrimination, alienation, or social exclusion. Services need to be accessible, appropriate and sensitive to the needs of all service users. No-one should be excluded or experience particular difficulty in accessing and effectively using our services due to their age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race/ethnicity, religion or belief, sex or sexual orientation.
As an Equal Opportunities employer we strive to have staff with the right skills to deliver equitable and quality services. We are committed to ensuring that our employees are not discriminated against and are appropriately supported in the workplace.
NHSGGC is committed to developing an organisational culture that promotes Equality and Diversity.
Policy
Gender Reassignment Policy
Gender Based Violence
NHSGGC is committed to meeting the needs of its diverse workforce. The Gender-Based Violence Policy is aimed at ensuring staff at all levels in the organisation are safe to disclose their experiences of abuse in order to access support and increase safety for themselves and others.
Board Gender-Based Violence Policy
The Policy is supported by guidance for managers.
If you have any questions in relation to this policy please contact the HR Support and Advice Unit.
Managers Guidance
Our policy includes a guidance section that can help you to manage these difficult conversations.
Board Gender Based Violence Manager Guidance
Gender Based Violence (GBV) Policy
The term ‘gender based violence’ covers a number of different types of abuse. GBV includes domestic abuse, sexual harassment and sexual assault.
Although primarily experienced by women, the policy recognises that men too can experience abuse.
An employee might speak to a colleague, their manager, one of our HR team or Occupational Health and disclose abuse. At all times, the support and advice offered will be non-judgemental and sensitive to the employee’s needs.
An employee who is experiencing abuse (e.g. psychological abuse, threats, stalking, harassment) may have an urgent need for a workplace risk assessment and safety planning to assess potential risks.
While the primary purpose of the policy is to outline the support available to employees who are experiencing abuse, the policy also provides advice and guidance on dealing with perpetrators of gender based violence.
Top Tips on using the Gender Based Violence (GBV) Policy ……..
- Our managers are expected to be available and approachable; to listen and reassure; respond in a sensitive and non-judgemental manner and discuss how the Board can support employees.
- Don’t jump to conclusions. Colleagues and/or managers might notice that one of the team isn’t quite their usual self. You may think there are signs that abuse is happening. You might notice bruises – but don’t jump to conclusions.