corporate induction programme - nhs lothian...introduce you to the pdpr process and explain what...

Induction Handbook V8

Corporate Induction

Programme


Corporate induction is delivered through a series of presentations, group work, feedback sessions and eLearning modules, together with short workshops and practical sessions such as Fire Safety Training and Manual Handling. This takes into account the different ways that people learn and focuses on self-directed learning whereby you take responsibility for your own learning. When you have completed all the appropriate e-learning modules, please print a certificate of achievement to keep for your own record in your portfolio or personal folder.

Please note: If there are additional learning requirements that need to be met to enable you to successfully complete the induction programme, please advise the facilitator as soon as possible to discuss what support you may require and what learning and development staff can provide: E.g. for dyslexia, would handouts be better on cream paper or in larger font, or could computer screen colours and text be adjusted for e-learning? About this Handbook This handbook is intended to accompany the induction sessions rather than be read on its own. If you wish to learn more about the topics covered, please refer to HR Online. http://hronline.lothian.scot.nhs.uk/About/OurServices/EducationandEmployeeDevelopment/Pages/EducationandEmployeeDevelopment.aspx

Name Department

Date of Induction


WELCOME TO NHS LOTHIAN

We are delighted to welcome you to NHS Lothian!

NHS Lothian provides a comprehensive range of primary and community based, and acute hospital services for the second largest residential population in Scotland – circa 800, 000 people. NHS Lothian is also a major employer in the region with approximately 26,000 Staff.

Whatever the future holds with regards to advances in healthcare and technology, our most valuable resource will remain constant - our Staff.

Without their expertise, enthusiasm and commitment to care, NHS Lothian could not provide the standard and quality of care patients require. All our clinical staff are fully supported by the invaluable contribution of our support staff.

The team are committed to improving patient care and services for all. NHS Lothian is committed to engaging Staff as key partners in service planning and modernisation. Our Staff partnership framework is the cornerstone of this partnership.

The NHS belongs to and affects us all. On joining us you are embarking on a career where you can make a difference.

We trust you will find the information within the Induction programme and handbook both useful and informative, and we wish you well with the challenges ahead.

Tim Davison Chief Executive


INTRODUCTION

This induction programme has been designed to help you get to know the organisation, how it operates, and the services it provides.

In addition it will provide you with an opportunity to access and develop the knowledge, skills and information required to work safely and effectively as an individual and as part of the wider NHS team.

AIMS OF CORPORATE INDUCTION

This induction is designed to offer you the best possible start in your new post. It will do this by providing you with:

An understanding of what is important to the Organisation and what is expected of you.

Knowledge & skills that will ensure the delivery of safe, effective & person-centred care.

An opportunity to ask questions and meet colleagues.

This will be achieved through a variety of presentations, interactive or practical session and e-learning.


ONLY THE BEGINNING

Corporate Induction is the beginning of your 12 week induction pathway. Corporate Induction covers important safety related topics that are relevant to all staff, in all roles, all levels of the organisation. Some of you will receive more role specific knowledge and skills via a professional induction that will follow on the corporate induction. For all of you, your Induction will continue in your local area with your manager and colleagues. Induction is very much a two way process, you must take what you need from corporate and local Induction, and do not hesitate to ask questions.

Everyone in NHS Lothian is required to take responsibility for their own continuous personal development to ensure their practice remains current and safe. A joint development review with your line manager/reviewer/appraiser is an essential part of this process. For most employees your first development review meeting will take place, 2 weeks following your attendance on the Corporate Induction Programme. The purpose of this meeting will be to introduce you to the PDPR process and explain what will be expected of you.

The focus for this meeting is to identify your development needs for the year ahead and activities to help address these. It is essential that the outcomes of the discussion and any subsequent achievements are recorded in line with the relevant procedure for your staff group. This will enable you to build a portfolio that will support your career development and reflect your commitment to safe and effective practice.

Corporate

Induction

Professional Induction

Registered Nurses & HCSW

Local

Induction

Personal Development Planning

and Review [PDPR] &

Mandatory Update

12 weeks


Some of the terms you will come across during induction are: Line manager - The person in your workplace you report directly to. Departmental manager - The person in charge of the department (this may also be your line manager). Reviewer / Appraiser - An allocated person within your new ward or department who will support you through the Personal Development Planning and Review (PDPR) process. This may be your line manager, charge nurse, supervisor, team leader or charge hand. Probationary Period A Probationary Period Review policy applies to new NHS Lothian staff during the first 12 weeks of employment. The aims of this policy are to ensure that:

The performance, conduct, attendance, timekeeping and capability, including training or support needs, of all new employees are assessed fairly and consistently across the organisation

Managers provide new employees with the appropriate support, guidance, training, encouragement and feedback

Both managers and probationers understand the purpose of the probation. The induction process and the introduction to PDPR process will both play an important role in supporting these aims.

Further reading / resources Departmental Policy Manuals NHS Lothian Intranet Site Scotland’s Health on the Web www.show.scot.nhs.uk Lothian NHS Board website www.nhslothian.scot.nhs.uk Scotland’s Health at Work www.shaw.uk.com Scotland’s Health at Work in the Lothian’s www.lothianhealthatwork.co.uk HR Online – Terms and Conditions

http://www.show.scot.nhs.uk/

http://www.nhslothian.scot.nhs.uk/

http://www.shaw.uk.com/

http://www.lothianhealthatwork.co.uk/


NHS LOTHIAN - WHO WE ARE

Covering 700 square miles, NHS Lothian is the second largest Health Board with:

• 26,000 staff

• 21 hospitals, including 4 major teaching hospitals

• 126 GP practices

• 180 community pharmacies

• 173 dental practices

• 112 ophthalmic practices

• Lothian Localities:

East 2

Mid 2

West 2

Edinburgh 4


OUR VALUES

Our Values………

Care and Compassion Dignity and Respect Quality Teamwork Openness, Honesty and Responsibility

……..into Action We want to support you to make these values meaningful in your work and care, to display positive attitudes and behaviours and help you to be able to speak up constructively when you see something that needs to be challenged. To help you work to the best of your ability and live our values you can expect NHS Lothian to ensure that:

You are managed fairly and consistently with dignity and respect, valuing diversity

You are provided with a working environment which promotes your health and wellbeing

You are supported to make the best use of technology

You have fair and appropriate access to mandatory training, learning and development opportunities

You have time for learning and are supported to develop your skills, knowledge and competence

You have a meaningful annual appraisal that helps to improve performance and encourages behaviours that reflect our core values through a personal development plan

You have the skills needed, including professional, technical and people skills

You have the tools, equipment and resources needed to work effectively

You have employment security through supportive organisational change policies and procedures

You are involved in decisions that affect you through team meetings, communications and team brief.


QUALITY AND STANDARDS

Staff Governance Standard

The Standard requires all NHS Boards to demonstrate that staff are:

The Standard also requires all staff to:

Well informed;

Appropriately trained and developed involved in decisions; Treated fairly and consistently, with

dignity and respect, in an environment where diversity is valued; and

Provided with a continuously improving

and safe working environment, promoting the health and wellbeing of staff, patient and the wider community.

Keep themselves up to date with development relevant to their job within the organisation;

Commit to continuous personal and professional development;

Adhere to the standards set by their regulatory bodies;

Actively participate in discussions on issues that affect them either directly or via their trade union/professional organisation;

Treat all staff and patients with dignity and respect while valuing diversity ; and

Ensure that their actions maintain and promote the health, safety and wellbeing of all staff, patients and carers.

The NHS Scotland Quality Strategy requires us to embed:

• Caring and compassionate treatment • Clear communication and explanation • Effective collaboration with the clinician • Clean and safe care environment • Continuity of care • Clinical excellence

In everything we do, so Patient Focus and Public involvement is essential Patient Focus - Improving People’s Experience of Care is about making our services fit around people. This is called person centred care. It is about finding out their experience of our services – what is working well and what we could do better. Public Involvement means involving patients, carers or members of the public from diverse groups and perspectives when we start to plan and redesign services and develop policies and strategies. Patient Focus and Public Involvement (PFPI) is about making a difference with patients, carers and communities and ensuring we inform them how we have acted on what we have learned.

Mandatory Policy Packages


Mandatory Policy Package 1 – all staff

Organisational Behaviour

Equality & Diversity

Applying the Principles of Good Business Conduct

Social Media

Management of Employee Conduct - Appendix B Disciplinary Rules

Health & Safety

Health & Safety

Fire Safety

Manual Handling

Lone Working

Violence & Aggression

Public Protection

Staff Action in the Event of Collapse, Injury or Other Clinical Emergency

Adult Support and Protection

Child Protection

Incident Reporting

Infection Control

Information Governance

Policy on Confidentiality of Personal Health Information

e-Health Security

Staff Development

Personal Development Planning & Review

Mandatory Policy Package 2 – Clinical Staff

Professional Registration

Verification of Registration

Recognising the Patient

Policy for meeting the Needs of People with Limited English Proficiency

Chaperoning

Consent Policy

Caring for Adult Patients (16+) with Learning Difficulties within Generic Hospital Settings

Care Management for Adult Patients (16+) with Cognitive Impairment within Generic Hospital Settings

Patient Identification Policy / Procedure for Adults, Children, Neonates

Patients Funds & Valuables Procedure


Aspects of Clinical Practice

Clinical Documentation Standards

Safe Use of Medicines Policy and Procedures

Policy and Protocol for the Assessment of Falls

Blood Transfusion Clinical Policies & Procedures

Major Haemorrhage Protocol

Deaths in Hospital

Do Not Attempt Cardiopulmonary

Resuscitation

Mandatory Policy Package 3 – Health Care Support Workers


Policy for meeting the Needs of People with Limited English Proficiency

Chaperoning

Consent Policy

Caring for Adult Patients (16+) with Learning Difficulties within Generic Hospital Settings

Care Management for Adult Patients (16+) with Cognitive Impairment within Generic Hospital Settings

Patient Identification Policy / Procedure for Adults, Children, Neonates


Aspects of Clinical Practice

Clinical Documentation Standards

Safe Use of Medicines Policy and Procedures

Policy and Protocol for the Assessment of Falls

Blood Transfusion Clinical Policies & Procedures

Major Haemorrhage Protocol

Do Not Attempt Cardiopulmonary

Resuscitation

Mandatory Policy Package 4 – Non Clinical staff that work in the care environment


Policy for meeting the Needs of People with

Limited English Proficiency

Chaperoning

Patient Identification Policy / Procedure for

Adults, Children, Neonates



Mandatory Policy Package 5 – Basic Finance

Finance Standing Financial Instructions

Mandatory Policy Package 6 – Budget Holders

Budgets Standing Financial Instructions

Budgetary Control – Financial Operating Procedure

Expenses Policy and Procedure

Mandatory Policy Package 7 – People Managers

People Management

Preventing & Dealing with Bullying & Harassment – Policy and Procedure

Grievance Policy and Procedure

Management of Employee Capability

Management of Employee Conduct: Disciplinary - Policy and Procedure

Promoting Attendance


http://intranet.lothian.scot.nhs.uk/NHSLothian/Corporate/Policies/MandatoryPolicyPackages/Pages/default.aspx

Updated January 2015 – Please check the intranet for the most recent version

Everyone needs to take action to ensure that the requirements of the policy or procedure are implemented in practice. There may be more policies that you need to have an awareness and understanding of in addition to the mandatory policy packs. The appropriate policy packages will be issued to you by your line manager at local induction. Other policies that you need to know about should be identified and discussed at this point. The mandatory policy packages and all other NHS Lothian polices can be found on HR Online. You have a personal responsibility to ensure that you are aware of, and understand the policies and requirements that they set out.


HUMAN RESOURCES & ORGANISATIONAL DEVELOPMENT

The HR and OD function is divided into 3 main service areas as follows:

HR Online is designed to allow you access to the HR support and advice you need including

policies, forms and frequently asked questions. If you require any additional information or advice

on the content of HR Online or any other HR issue please contact us -

by email on : [email protected] by telephone on: 0131 536 1130 followed by - Option 1 - Education, Training & LearnPro Option 2 - Recruitment (followed by 1 General Recruitment

& 2 for Medical Recruitment)

Option 3 - General HR enquiries Option 4 - Payroll

HR SERVICES

HR DEVELOPMENT

HR GOVERNANCE

eg. Leadership and Team development; Employee development, education and training; Organisational

design and development

eg. Pay; Policy; Terms and Conditions; HR Systems

eg. General HR advice; Employee Relations; Redeployment and Recruitment

mailto:[email protected]


PAYROLL DEPARTMENT

Introduction to Payroll Pay day is the last Thursday of every month for monthly paid staff and every Thursday for weekly paid staff. Payroll can be found at the Payroll Services Unit, Waverley Gate Obviously, their key function is to ensure that we all receive our salary on time! However, Payroll staff will be happy to give advice on salary, Health Service pension, tax, expenses reimbursement and information about Stakeholder Pensions for NHSiS staff. When contacting Payroll you must quote your payroll number. My Payroll number is ______________________________ Further information regarding payroll, expenses and finance can be found on Finance Online.

However, before you get in touch with payroll check with your manager in the first instance as they may have the answer to your question. Payroll contact number:-

Main Tel: 0131 536 4560 Email: payrollserviceshelpdesk.zendesk.com

https://payrollserviceshelpdesk.zendesk.com/


Self Service is functionality within the ePayroll system where you can check information about yourself that is held in the Payroll system, you can check your salary and pay history for the previous year plus other payroll data that we hold. If any information is incorrect there is an email link where you can let the pay office know of any information that requires changing i.e. Bank, Address details. To access go to the Intranet home page and click on the ‘e-Payroll/SSTS/e-Expenses’ tab under Applications, this will take you to the login page, see below screenshots on how to access.

If you would like further information on Self Service or having problems accessing the system

then please email us on: [email protected]

Your Payslip

A typical payslip looks like the sample below.



GETTING AROUND LOTHIAN

Your Induction might involve you travelling to a variety of different sites in NHS Lothian. Parking can be difficult on some sites and therefore we would advise you that if possible to travel by public transport. Information below may help you to make arrangements or plan your most efficient route if travelling by car. (please note that public transport timetables maybe subject to change and it is

therefore advisable to consult the relevant websites for up-to-date information).: Travelling to the Western General/Comely Bank Centre by public transport Buses from all over the city travel within close proximity of the Western General Hospital, which is situated next to Comely Bank Centre.

Buses Lothian Buses provide a number of bus services which stop within the Western General Hospital and on Crewe Road South. Lothian Buses serving the Western General include services 19, 24, 29, 37, 38, 47, N37, X29, X47.

East Lothian Buses Service 113 provides a direct service between Pencaitland and Ormiston and the Western General Hospital (via the city centre). West Lothian to Western General Hospital / Comely Bank Centre

The quickest route using public transport is by train then bus. Please see one example below: Mode Times Locations Detail

Train (14m)

Leave 07:54 Uphall Rail Station Helensburgh Central - Edinburgh Arrive 08:08 Haymarket Rail Station

Walk (11m)

Leave 08:08

Haymarket Rail Station

Arrive 08:19 West End, Stop QD Queensferry Street

Bus (8m)

Leave 08:25 West End, Stop QD Queensferry Street Service Number 19 Route: King's Road – Granton

Arrive 08:33 Craigleith, at Western General Hospital on Crewe Road South


.

West Lothian to Royal Infirmary of Edinburgh Bus Service 40 / X40 as follows: 40: St. John’s Hospital Livingston – Edinburgh Royal Infirmary (via Mid Calder, East Calder Wilkieston & Ratho) journey approx. 70 minutes X40: St. John’s Hospital Livingston – Edinburgh Royal Infirmary (via Wilkieston) journey approx. 50 minutes

Travelling by Car

Location of Main Hospital sites: Royal Infirmary of Edinburgh 51 Little France Crescent Old Dalkeith Road Edinburgh EH16 4SA

Royal Hospital for Sick Children 9 Sciennes Road Edinburgh EH9 1LF

Royal Edinburgh Hospital Morningside Place Edinburgh EH10 5HF

Western General Hospital Crewe Road South Edinburgh EH4 2XU

St. John’s Hospital Howden Road West Howden Livingston West Lothian EH54 6PP


Maps


The Education Centre is located on the 1st Floor of the

Main Building

Fire Safety

Training Room


COMELY BANK CENTRE

No onsite parking at Comely Bank Centre. We also

don’t have a cafe but vending machine available.


ROYAL EDINBURGH HOSPITAL


UNIFORMS

Provision will be made within your Induction Timetable for uniform fitting. It will be your responsibility however to make further arrangements to collect your uniforms at an appropriate time. Please be guided by the sewing room staff regarding appropriate timescale for collection and note that you will not be released during essential Induction training for this purpose. All sewing rooms operate to different opening /closing times/days. Please therefore call the relevant sewing room on the Wednesday morning (not before) to arrange collection of your uniform. You will require your NHS ID Badge for collection. Registered staff will also require proof of up-to-date NMC registration.

Please ensure you collect your uniform with enough time to wash them twice prior to wearing them.

ROYAL EDINBURGH HOSPITAL

& ASSOCIATED SITES

Morningside Place, EDINBURGH, EH10 5HF

Tel. 0131 537 6255 (internal: 46255)

Opening times: Mon, Tues, Wed (7.30am – 12pm & 1pm – 3.30pm); Fri (7.30am – 12pm)

WESTERN GENERAL HOSPITAL

Crewe Road South,

EDINBURGH, EH4 2XU

Tel. 0131 537 1363 (internal: 31363)

Opening times: Mon – Thur (7.30am -11.30am) & Tue - Thur (12.30pm -1.30pm); Fri (7.30am-10.00am)

ST. JOHN’S HOSPITAL

Howden Road West, LIVINGSTON ,

West Lothian EH54 6PP

Tel. 01506 523376 (internal: 53376)

Opening times: Mon - Thurs (10am – 1.30pm)

HERDMANFLAT HOSPITAL

Aberlady Road HADDINGTON

East Lothian, EH41 3BU

Tel. 0131 536 8551 (internal: 58551)

Opening times: Mon - Fri (7.30am – 1pm)

LIBERTON HOSPITAL

113 Lasswade Road, EDINBURGH, EH16 6UB

Tel. 0131 536 7853 (internal: 57853)

Opening times: Mon - Fri (7.30am – 3pm)

ROYAL INFIRMARY OF EDINBURGH

51 Little France Crescent Old Dalkeith Road

EDINBURGH, EH16 4SA

Tel. 0131 242 7090 (internal: 27090)

Opening times: Mon - Fri - (7.00am – 12.00pm & 12.30 – 4.30pm

Sewing Rooms do not deliver uniforms and are not open at weekends or public holidays


e-Learning


E- LEARNING

Elearning is training ‘online’ i.e. using a computer connected to the internet. The system we use for induction is called learnPro NHS and is very easy to use. For those of you that have not used a mouse before, help and support will be available during the elearning sessions.

Working with Computers

When using the computer rooms, please note the following points: NO food or drink is allowed in the computer rooms All mobile phones / bleeps / pagers must be switched off.

You can access the e-learning modules from any computer that has an Internet connection, including from home, in your workplace, in an Internet café or at a local library. There are many computers available within NHS Lothian – please check with your line manager about which one to use.

It’s not important where or when you access the elearning modules, but it is important that you complete all of them within the identified timescales.

The use of computers in the workplace is becoming increasingly common, not just for administration and clerical staff but also for clinical staff. The majority of patient-handling staff, nurses, therapists etc., will not be classed as users, i.e. regularly using a computer for continuous periods of an hour or more. However it is important that all staff whose job remit requires any degree of computing work are aware of the Health and Safety regulations for using computers. Before using a computer workstation, for your comfort and safety it is recommended that the following points be considered:

1. The seat back rest should be adjusted so you are sitting upright

2. Good lumbar support should be achieved (i.e. the lower back should be supported

3. Seat height should be adjusted to achieve points 4 – 7 below

4. There should be no excess pressure on the underside of your thighs and back of knees

5. There should be room under the desk to allow changes in posture (no obstacles)

6. Forearms should be horizontal and elbows approximately at right angles

7. There should be minimal bending of the wrists and hands - they should be horizontal

8. Screen height and angle should be adjusted to allow a comfortable head position with neck and head in neutral

9. Ensure there is space in front of the keyboard to support your hands / wrists during pauses in keying 10. A foot support should be provided if your feet do not now touch the ground 11. If seat arm rests are provided these should not prevent you from moving your chair under

the desk and should be adjustable in height

REGISTERING ON LEARNPRO NHS


Prior to accessing LearnPro e-learning, you are required to self-register on the system. The next steps will direct you through the process.

STEP 1

STEP 2

STEP 3


STEP 4


LOGGING ON TO LEARNPRO NHS

After registering on the system, you can now login to access your e-learning. Please follow the guidance below for logging in. (Remember, you won’t be able to login until you have registered).

Connect to the internet by double-clicking on the Internet Explorer icon on the desktop

In the address bar, type: nhs.learnprouk.com or via the intranet home page.

Enter your Email / Username and Password you created when you registered, then click the LOGIN button

If you forget your password during induction, you can ask the induction administration team to reset it. During business hours please contact our internal helpdesk on 0131 536 1130 (Internal Ext 61130) - (select option 1) or email [email protected]

https://nhs.learnprouk.com/



Outwit business hours please visit the frequently asked questions (FAQs) section of the Support Site

When you have logged on to learnPro you can access the User Manual directly from the Support tab on the learnPro toolbar. The following steps demonstrate how to access the appropriate modules for your role: Click onto Core Mandatory button. Click on the course relevant to your job role and click on the Add button.


Please note the timescales indicated which should be adhered to for future updates of the core mandatory modules. It will be your responsibility to ensure you are compliant. Please note: It is important that you complete the Fire Safety modules followed by Manual Handling modules first in order to attend practical sessions during the induction programme. All other modules can be completed in the order of your choice.


The following screen prints demonstrate how to open a module and launch assessment. Click on the Modules button Click on the Launch button for each module in turn


Click on the Launch Module button You can use the Previous and Next buttons to move through the pages. When you have completed the module you should click on the close button, then select the Launch Assessment button.


Click on the Launch Assessment button

Click on the Start Assessment button

The question and possible answers are displayed. Click on the radio button to the left of the answer. The box next to the Question will turn orange and the next question will display. When you have answered all the questions, they are displayed so that you can review your answers. You can change your answer by clicking the Question link.


After reviewing your answers, click the Finish Assessment button to see your results.

The Assessment Results are displayed. The questions and your answers are displayed and answers are marked so you know which ones were right and which ones were wrong. After reviewing your answers, click the Close this Assessment button.

You will be taken back to the module list and you can continue with the next module. The icon and assessment status will be updated. To return to you list of learning, click the Home button.


Nursing and Midwifery staff are required to undertake further essential training. This can be accessed on LearnPro as follows:

Add the appropriate skills for your role


CERTIFICATES

By the end of week 12

On completion of all modules you should print a certificate to keep for your own record. Your manager can ask to see this at any time as evidence of completion. How to Print a Certificate Click on the Certificate button. When the Print dialogue box appears, click the Print button.

The system will generate a certificate with your personal details on it. It will also show all the modules you have passed along with the time and date you passed them. This information can not be edited or changed as it is automatically generated by the system using the details attached to your personal login.


Please note: When your learning has expired, the results are not displayed on your certificate.

SUPPORT

During business hours please contact our internal helpdesk on 0131 536 1130 (Internal Ext 61130) - (select option 1) or email [email protected] Outwith business hours please visit the frequently asked questions (FAQs) section of the Support Site. You can access the User Manual directly from the Support tab on the learnPro toolbar. Keep your details up-to-date

From the Profile menu, you can also change your password and edit your personal details so they are kept up-to-date.

Table of Contents



LearnPro Technical Requirements

If you are completing the e-learning modules outwith induction, please read the following information. In order to access some of the learning activities learnPro NHS system, you need to have a specific piece of software installed called Flash Player. In most cases, a version of Flash Player will be already installed on your computer but if you have any problems, please read the following instructions for checking the version: Right-click on one of the learning activities on screen to display a menu

The last option in the menu will tell you what version of Flash Player is installed – it needs to

be version 10.1 (or above)

If the Flash Player needs to be upgraded, you have 2 options, depending on where your

computer is situated:


Checklists


INDUCTION CHECKLIST

You are responsible for signing and providing evidence (where appropriate) on completion of corporate, professional induction programmes and departmental / role-specific training. Your line manager can check attendance at corporate and professional Induction using the HR personnel system (Empower).

WEEK 1 Tick and date on completion

Comments / Evidence

Corporate induction

Completion date

Completion of the Mandatory e-learning modules for your role

Fire practical session attended

Manual Handling practical course attended

Professional induction (Nursing roles only)

Registered Nurse Induction

Non Registered Nurse Induction

Basic Life Support practical training attended

Essential Skills for RN & (Clinical)HCSW (e-learning)

Employee Signature: Date: Manager/Reviewer Signature: Date:

Comments:


Please note that the following modules are essential for Nursing roles and must be completed as soon as possible within the 12 weeks Induction period. Staff Bank employees must complete during Week 1 to be eligible for work


Local Induction

Relevant emergency number in event of a fire

All emergency fire exits in your area of work

Emergency fire action plan

Fire evacuation procedure for your area

It is your responsibility to familiarise yourself with the following points in your place of work. When you have done this, please enter details below:


LOCAL INDUCTION

Introduction On starting your new role, your manager or reviewer will assist you in the process of local induction. This introduces you to your ward or department where you will be supported in your new role. Local induction should be spread over a period of 12 weeks. At regular intervals during this period, it is expected that you will meet or have contact with your manager or reviewer to discuss anything deemed to be important to your progress. At the end of each four-week period your progress will be documented and a personal action plan should be agreed. Aims and expectations Induction is designed to help you adjust to your new working environment and support you in becoming a confident member of your team. Normally you will complete your corporate induction during your first week of employment, and complete your local induction within 12 weeks. You are expected to be actively involved in your own learning and it is therefore important you participate in experiences that will allow you to become familiar with the objectives of your department and the wider organisation as well as understanding how your role fits in. Please ensure you discuss all aspects of your local induction in detail and understand the information given and what is expected of you in your new role. At this initial stage it is vital that you continually review your progress and learning needs with your manager or reviewer. For all new staff, a probationary period will apply and reviews should take place at the end of weeks 4, 8 and 12. If your development has been satisfactory your probationary period will be concluded at this stage, or it may be extended if a further period is recommended to help you. This handbook should be retained and used during your review meetings to show your progress in induction and also as an aid in planning your personal development.

Personal Development Planning and Review (PDPR) Your personal development relies on a continual process of reviewing and planning with your manager to enable you to meet the full demands of your post. This can be achieved through regular constructive discussions that will allow you to:

Know what is expected of you Receive feedback on your performance Receive guidance in identifying and satisfying your development needs Develop a personal development plan (PDP) which is agreed, implemented and

reviewed Be supported in your lifelong learning and career development Contribute to the organisation’s performance through your ongoing development.


LOCAL INDUCTION CHECKLIST

This checklist is intended as a guide for your Manager / Reviewer to ensure you receive a full local Induction to prepare you for your new role. Please note that not all items will be relevant for every individual and additional topics may be added to be more specific for the area of work. Please also refer to any role specific checklists developed for your area of work. NB. Any link to internal documents / web pages etc. will only be accessible from an NHS Lothian computer.

LOCAL INDUCTION

WEEK 2 - 12 Tick and date on completion

Comments / Evidence

Welcome to the Department

Completion

date

Corporate and Professional Induction completed

Staff Engagement / Payroll forms completed

Introduction to colleagues / team

Tour of department / site

Locations of fire exits / equipment (inc Fire Plan)

Toilets / changing facilities / lockers

Dining facilities

ID Badge / swipe access

Keys / access codes for doors

Uniform

Safety and Security

Personal Protective Equipment (PPE)

Security and personal belongings

Local Health & Safety Risk assessment arrangements

First Aid arrangements

Emergency procedures

How to report adverse events on DATIX

Terms and Conditions of Employment

Contract of employment

Hours of work

Pay arrangements / Tax / NI / pension

Probationary period

Absence reporting and sick pay

Annual leave

Flexible working hours (where applicable)

Conduct and Communication

Housekeeping / tidiness

Supervision

Conduct / attitude / expected behaviour


Conduct and Communication Contd.

Completion

date Comments / Evidence

Telephone usage

Navigating the Intranet (including HR Online)

Department structure and organisational charts

Becoming a member of a Trade Union

e-Health Services

IT Security and good practice

Confidentiality and data protection

Login for hospital network

eHealth helpdesk and support

eHealth Training (including Trak)

Transport and Travel

Car parking / shuttle bus

Travel claims / expenses

Communication methods in the dept / organisation

Booking a taxi / courier

NHS Lothian Policies and Procedures

First development review meeting (introduction to the process, documentation and systems) by week 2

Awareness of Mandatory Policy Packs relating to role (see HR Online)

Additional items specific to area

HCSW - MUST scoring/assessment

Healthcare Support Worker (HCSW) Induction Standards for non-clinical staff

Employee Signature: Date: Manager / Reviewer Signature: Date:

Comments


Please use the following as a guide to identify relevant information you should be aware of and to identify potential NHS Lothian systems/training you may need to access to undertake your new role.

NEW MANAGERS

WEEKS 2 - 12 Tick and date on completion

Comments / Evidence

Access to NHS Lothian Systems

Completion

date

Contact “PWA” team to set-up access to Empower/ PWA (HR System)

Contact “SSTS” Team to set-up access to and arrange training on how to use e-payroll /SSTS/e-expenses

Contact “DATIX” Team to set-up access to and arrange training on how to use DATIX (National adverse event reporting system)

Attend Health & Safety for Managers training (book via Empower)

Contact [email protected] to set-up access to TURAS Appraisal (National electronic recording tool for PDPR)

Contact “PECOS” Team to set-up access to and arrange training (if necessary) on how to use PECOS (National Procurement system)

Familiarise with the PDPR Process via guidance on HR Online

Attend Making PDPR Count training (book via Empower)

HR ONLINE

Familiarise with the following Policies and Procedures available on HR online:

Mandatory Policy Package 7 – People Management (Minimum – Executive Summary)

Preventing Bullying and Harassment

Grievance

Management of Employee Capability

Management of Employee Conduct (Disciplinary Policy)

Promoting Attendance


Recruitment /Vacancy Control Procedures

Health and Safety

Management of Aggression

Manual Handling

Probationary Periods

Leave Policies

Whistleblowing



Key learning / development options available to explain the People Management Policies:

Attend Induction for New Managers: Key HR Policies training (book via Empower)

Attend People Management training (book via Empower)

Refer to HR Online for suitable Leadership / Management Development training (bookable via Empower)

MAIN INTRANET SITE

Familiarise with the following Policies and Procedures available on the Intranet

Adult Protection

Child Protection

Complaint

COSHH and Sharps

Freedom of Information

Infection Control

Mental Health Act

Uniform Policy and Dress Code

Waste Disposal

ADDITIONAL INFORMATION

Familiarise with the following Staff Support Services:

HR Enquiries

Occupational Health

Staff Physiotherapy Service

Counselling

Confidential Contacts (HR Online)

Chaplaincy Services

Trade Unions & Professional Organisations (HR Online)

Local staff representatives

Familiarise with the following documentation:

Annual Leave / Study Leave requests

Patient Transfer Form

Maintenance Request


Additional Information


PERSONAL DEVELOPMENT PLANNING AND REVIEW (PDPR) USING THE KNOWLEDGE AND SKILLS

FRAMEWORK (KSF)

NHS Lothian is committed to ensuring that all employees receive appropriate learning and development opportunities designed to support them meet the requirements of their jobs. The overall aim is to assist you to do as good a job as possible for patients and the public. For the majority of staff the PDPR process in place to help determine your personal development needs is based around the NHS Knowledge and Skills Framework. This requires you and your manager / reviewer, to meet regularly to direct and agree what the focus of your job should be for the year ahead, this we call our objectives. The opportunity to apply the knowledge and skills expected for your role as described in the KSF post outline for your post, will be determined by your objectives. Any learning you are required to undertake to enable you to fulfill your objectives will be recorded as your Personal Development Plan. This short guide is designed to provide you with an introduction to how KSF is used within the PDPR process and the expectations for you and your manager. ______________________________________________________________________________ Knowledge and Skills Framework? The Knowledge and Skills Framework – KSF for short – applies to all staff employed on Agenda for Change terms and conditions. It’s designed to help you learn and develop at work so that we can continue to deliver high quality services for patients and the public. How does the KSF do this? The NHS Agenda for Change agreement includes a commitment that all staff will have an annual review of their work with their manager (or someone delegated to do this) and support for their learning at work. The knowledge and skills that need to be applied in your job will be defined in the KSF post outline for your post. At least once a year you and your manager/reviewer will meet to:

plan your work for the year ahead (objectives)

discuss how well you are currently applying your knowledge and skills (a KSF development review);

identify your learning needs; and

plan how these needs will be addressed (a personal development plan). You will then undertake the agreed learning and development – this could be ‘on the job’ or something more formal such as a training course. After you have done this, you and your manager will consider whether the learning has helped you improve what you do. What does the KSF post outline do exactly? A KSF post outline sets the knowledge and skills that need to be applied in practice by anyone employed in a particular job. KSF post outlines focus on the post and not you as an individual. They describe what is needed in your post rather than your own unique mix of knowledge and skills. The KSF post outline differs from your job description. The job description sets out the duties and responsibilities of the post whereas your KSF post outline describes the knowledge and skills you need carry out these duties. Each post outline focuses on 2 key points, called “gateways”. The Foundation Gateway, which describes the knowledge and skills that you are required to apply in practice within the first year. This will help you to learn about the different aspects of the job and help to identify any support you may need to fulfill any gaps in your knowledge and skill. The 2nd gateway describes the knowledge and skills you are required to apply in practice when you are meeting the full demands of your post. The pay band related to your job determines the timescale of the 2nd gateway.


Is this a fair process? There should be ‘no surprises’ in the KSF process. Your manager/reviewer should discuss your learning and development needs with you at least once a year and agree with you how they will be addressed. Your manager has a duty to talk to you about any specific issues in your work, if and when they arise, rather than leaving them to a review meeting. The KSF is designed to make sure the process is fair and transparent. It does this by using the same descriptions for everyone in the NHS who is doing similar types of work. If there is an issue about your performance at work, this should be dealt with separately from the KSF process, under agreed policies and procedures. The KSF and the development review process are not designed to deal with disciplinary issues. What happens if there are concerns about my development? If there are concerns about how you apply the knowledge and skills in your job you will be formally told about them by your manager. You will then need to agree an action plan with your manager to help you develop and apply the necessary knowledge and skills. What do I have to do to show I am applying the right knowledge and skills in my job? You should not have to do anything special to show you are applying your knowledge and skills beyond doing your job as well as you can and taking part in agreed learning to develop your knowledge and skills. When you and your manager/reviewer sit down at your development review meeting to discuss your application of knowledge and skills, your manager/reviewer will be interested to know what you think is going well and what could be done differently to improve outcomes, as well as explaining their own views to you. If you work closely with your manager/reviewer, for example, in an office or ward, they will be seeing you most days and their ongoing involvement in your work can form the basis of your discussions. If you and your manager/reviewer work at a distance, you may need to bring other information to the review discussion. Precisely what you use as evidence of the application of skills and knowledge will depend on the nature of your job and it may include getting the views of others you work with more closely or looking at tangible outcomes of your work such as records. If you are already using a portfolio for other purposes, for example, for Continuing Professional Development/ revalidation, then you can bring that information as well. However, there is no need to develop portfolios for the KSF alone. With your manager/reviewer you will decide what is included in the notes of your development review. These do not need to be extensive; the purpose of the notes is to form a record of the outcomes of your discussion. PLEASE NOTE THAT OTHER APPRAISAL SYSTEMS ALSO OPERATE WITHIN THE NHS FOR DIFFERENT STAFF GROUPS OTHER THAN THOSE COVERED BY AGENDA FOR CHANGE. YOUR MANAGER WILL BE ABLE TO ADVISE YOU IF THE ABOVE DOES NOT APPLY TO YOU.


CHILD PROTECTION

This is a summary for all staff new to NHS Lothian and attending induction. It is basic awareness-raising on what you need to know about forms of child abuse and what you need to do immediately if you have concerns about the safety or welfare of a child or young person.

WHO IS A CHILD? The Inter-agency Child Protection Procedures Edinburgh & the Lothians define a child as: as ‘a person under 16 years of age’

WHAT IS CHILD ABUSE? Abuse and neglect are forms of maltreatment of a child. Somebody may abuse or neglect a child by inflicting, or by failing to prevent, harm to the child. Child abuse constitutes all forms of physical and/or emotional ill-treatment, sexual abuse, neglect or negligent treatment, or exploitation, resulting in actual or potential harm in the child’s health or development. Children may be abused in a family or in an institutional setting, by those known to them or, more rarely, by a stranger.

FORMS OF ABUSE There are 4 main forms of abuse:

Physical abuse Neglect Emotional abuse Sexual abuse

There can be an overlap between all the different forms of child abuse and all or several can coexist.

Every person who knows or suspects that a child has suffered, is suffering or is at risk of abuse must make a child protection referral without delay. ADVICE AND SUPPORT You may seek advice and support from your line manager or senior on duty however if they are not immediately available there should be no delay in making a child protection referral following the Inter-

agency Child Protection Procedures Edinburgh & the Lothians.

KEY CONTACTS: Paediatrician On-Call for Child Protection Office Hours: Edinburgh 0131 536 0467 (20467) East/Midlothian 0131 446 4123 (44123) West Lothian 01506 524412 Child Protection Advisors (Office Hours): Edinburgh 0131 316 6673 Acute Division except SJH 0131 536 0170

West Lothian including SJH 01506 524421 East & Mid Lothian 0131 446 4123 (44123) Out of Hours: 0131 536 0000 or Hospital Switchboard (Ask for Consultant Paediatrician on-call for Child Protection N.B. Consultant to Consultant referral)


Adult Support and Protection

Are you worried about an Adult at Risk?

An Adult at Risk is aged 16 years & over who is :

unable to safeguard their own well-being, property, rights or other interests &

at risk of harm &

because they are affected by disability, mental disorder, illness or physical or mental infirmity, more vulnerable to being harmed than adults who are not so affected

NHS Lothian staff have a duty to report the facts and circumstances to the local council when they know or believe that someone is an adult at risk and that action is needed to

protect that adult from harm

You have a responsibility to identify the line manager or supervisor you would take any concerns you may have about an adult at risk to! (Note these details below)

Contact : _________________________________


THINK CARER

As an NHS Lothian staff member you will be busy looking after patients and may not see supporting relatives and carers as a priority but can you afford NOT to? NHS Lothian is committed to ensuring that staff members are aware of the importance of working with carers as equal partners in care. Involving the carer in discussions regarding care planning ensures that the carer is aware of their role in the care plan and can prevent patients from returning to hospital unnecessarily. Identifying, recognising and supporting unpaid carers can also prevent the carer’s own health reaching a critical stage. The Think CARER Learn-pro module aims to raise your awareness of:

who carers are the benefits for healthcare professionals of working in partnership with the carer to

achieve the best outcomes for the cared for person / patient the impact of caring on the health and wellbeing of carers the support and services available to the carer through carer support organisations

The module is aimed at all staff who come into contact with carers in their day-to-day role and will help you to feel more confident in recognising carers and understanding the impact that this caring role has on them. The module includes a comprehensive list of local support organisations which you can direct carers to; to ensure that they receive the support they require to remain in their caring role for as long as they are able or wish to. After completing module and you would like to organise a face-to-face session for your team please contact Allie Cherry, Training Co-ordinator (NHS Carer Information Strategy), at VOCAL (Voice Of Carers Across Lothian) on 0131 622 6666 or [email protected]. To access the module: Click on the CPD button, scroll down to Add Course. Click on Lothian: Think CARER



Information Governance:

Looking after information

Does this apply to me?

Making sure that patients trust us to look after their information carefully is vitally important. Everyone who works in or for NHS Lothian has a role to play. This includes people working in primary, secondary and community care, students, locum staff, voluntary staff and people working for companies providing services to the NHS. So no matter what your job is - this applies to you.

What is “information”?

Information can be about patients, staff or business. Information isn’t just what is written in formal files or held in computer records, it covers:

- Documents - Letters - Faxes - Emails - Photographs - X-rays - CCTV images

Identifiable information means things like names, addresses and/or dates of birth. It also includes details about patients’ health that we discuss or may overhear, for example on ward rounds or over the telephone.

What is Information Governance?

Information Governance is a framework for handling information in a confidential and secure manner to appropriate legal, ethical and quality standards.

Why is information important?

Having the right information at the right time is vital to patient care and effective service delivery. Managing it correctly helps us to do our jobs, protect our relationships with patients and others and keeps us on the right side of the Law.

Information is also essential for corporate accountability, service planning and performance

management.

How does NHS Lothian look after information?

NHS Lothian has a number of documents relating to Information Governance, all of which are available on the NHS Lothian Information Governance Intranet site:

EHealth Security Policy

Information Governance Policy

Data Protection Policy

Safe Transfer of Records Policy

Records Management Policy

Subject Access Policy


What are my responsibilities? You are responsible for making sure you look after information correctly by:

1. Keeping up to date with, and following, the laws and codes of practice that apply to your role

2. Knowing and following NHS Lothian’s policies and procedures

3. Keeping accurate, timely, relevant records

4. Recording and using as little information as you need to

5. Keeping information private (including not gossiping and taking care not to be overheard when discussing cases in public places)

6. Keeping information physically and electronically secure and confidential (such as keeping your password secret and following guidance when using removable devices such as laptops or memory sticks)

7. Only accessing the information you need – don’t look just because you can. Remember:

The ability to access records does not does not imply the authority to view them

8. Following guidance before sharing/ disclosing information (including checking who a person is and that they are allowed to have the information)

9. Following best practice when sending/ transferring confidential information or taking such information out of the workplace

10. Retaining and destroying information appropriately

11. Always reporting concerns.

12. Knowing who the Information Governance (IG) experts in your organisation are*

13. Taking part in the correct level of IG training for your job and keeping this up-to-date (This should be documented in your PDP)

14. Seeking help from the IG experts* in your organisation if you’re not sure about anything

What might happen to me if I don’t follow the rules?

Everyone working in NHS Lothian has a responsibility to look after information. Not following this requirement is taken very seriously. Depending on how serious the problem is this may lead to:

- Disciplinary action, up to and including dismissal - Referral to the professional bodies which may put your continued registration at risk - Legal proceedings

Treating information carefully will help keep public confidence in our services and help to make sure we provide the best service we can through appropriate access to information. Remember to play your part.

You can find out more from:

NHS Lothian Intranet Information Governance webpage

Your line manager

*NHS Lothian Data Protection Office

0131 465 5684 (35684)

0131 465 5694 (35694)

[email protected]



LETTER TO ALL NHS LOTHIAN STAFF Dear Colleague Patient Confidentiality is Everyone’s Business I am writing to remind you about your personal responsibilities regarding patient confidentiality and specifically in

relation to appropriate access to electronic held patient records and IT security.

NHS Lothian holds a great deal of patient information on an electronic record (on IT systems such as TRAK) which

can be accessed by staff, as part of their job, right across Lothian. As part of our policies on confidentiality of

patient information and IT security we now have in place an audit tool which automatically monitors access to our

computerised patient information systems. In addition, the audit tool may be used for “spot checks” on

departments. This audit tool is called FairWarning.

Although staff have the ability to access records as part of their job this does not imply the authority to view them.

The minimum amount of patient information must only be accessed by authorised employees as required in the

course of their duties for delivery of healthcare and support services.

All alleged misuse or abuse of patient/staff information and breaches of the eHealth Security Policy will be

investigated under the terms of NHS Lothian’s: Management of Employee Conduct; Disciplinary Policy and

Procedure. The penalties for accessing records inappropriately/breaching the eHealth Security Policy include

disciplinary action, up to and including dismissal, removal from professional registers and prosecution.

Further advice and guidance on appropriate access to electronic health records and eHealth security is provided in

the guidance attached to this letter. If you have any queries regarding appropriate access, please contact the

Tracey McKinley, Information Governance and Security Manager on 0131 465 5444,or the IT Security Team on

0131 536 5050.

Yours sincerely

Professor Alison McCallum Mr Alex Joyce Director of Public Health and Health Policy Employee Director

Lothian NHS Board

Waverley Gate 2-4 Waterloo Place Edinburgh EH1 3EG Telephone 0131 536 9000 www.nhslothian.scot.nhs.uk 1

st March 2014


Privacy Statement NHS Lothian (NHSL) recognises the importance of respecting the privacy rights of all individuals. This Privacy Notice has been written to tell you what to expect when NHS Lothian collects personal and confidential information. It mainly applies to;

All patients / service users of NHSL services

All employees, including but not limited to permanent staff, agency and temporary staff, volunteers, students

Visitors to any of our geographical sites and internet website

Individuals taking part in any surveys conducted by NHSL

Job applicants and former employees

Complainants

Individuals exercising the right of subject access or freedom of information

Information Collection In order to provide a healthcare service, we need to collect and use personal information for a range of purposes. Primarily, we collect data for healthcare and administration purposes. For example, a health professional will record details such as patient's treatment as this is essential information in order to provide a healthcare service. Patient consent will be sought whether this is implied or explicit. There are some cases where it is necessary and a legal requirement to process personal information even without the consent of service user or staff member. NHSL respects patient choice and will respect an individual's request to withhold information from someone or an agency unless there is a legal requirement to disclose the information. Other purposes for data collection and usage may include;

Staff Administration, i.e. pay, discipline, work management

Service improvement purposes, i.e. patient satisfaction survey

Training purposes to ensure staff are adequately trained to carry out their role

To conduct an investigation in response to a complaint or police enquiry

Accounts and records, i.e. keeping accounts related to business activity, customers, financial management, responding to freedom of information requests

Research purposes, i.e. health or scientific research (any published data will always be anonymous)

Performance monitoring and analysis to help us assess the quality and standard of our healthcare services

Processing Information As noted above, there are a number of reasons why we collect and use data. In all cases, the processing of personal and confidential information will comply with provisions and exemptions of the Data Protection Act 1998. We may also provide information to other organisations, for example another NHS Board for healthcare purposes. NHSL makes every effort to establish a written form of agreement / contract in such cases to


ensure that all personal information is kept secure and is not disclosed to any unauthorised individuals. Any processing of personal information for purposes other than those specified or legally justified will require the consent of the data subjects; a principle which NHSL strictly adheres to. Personal control over your information We appreciate that not everyone wants their information to be used in the ways that have been identified. You may choose to restrict the collection or use of your personal information in the following ways;

Whenever you are asked to fill in a form on the website or manually, look for the option to indicate that you do not want the information to be shared for the specified purposes

If you have previously agreed for us to use your personal information for a particular purpose, you may change your mind at any time by writing to or emailing us. Please note that this only applies in cases that do not conflict with our legal obligations.

We will not sell, distribute or lease your personal information to third parties without your consent. Due to medical and legal requirements, NHSL are not permitted to remove any data from a record even when this is incorrect. Of course, we will endeavour to correct any inaccuracies of information but please note that this will be amended accordingly without deleting any of the data itself. If you believe that any information we are holding on you is incorrect or incomplete, then please write to us using the contact details below. You may request details of personal information we hold about you under the Data Protection Act 1998, this is known as a subject access request. If you would like a copy then please write to; Information Governance Team NHS Lothian Waverley Gate 2-4 Waterloo Place

Edinburgh EH1 3EG


Social Media Policy 1. INTRODUCTION

The use of social networking websites such as Facebook, MySpace, Bebo and Twitter has grown significantly over recent years and it is important that there is a policy in place to support the growing use of this social media. This policy has therefore been developed to provide clarification and remind all NHS Lothian employees of their responsibilities and accountability as an employee with regard to such websites. Additional guidance for staff subject to professional regulatory rules and standards is also given. The policy should be read in conjunction with the NHS Lothian eHealth Security Policy which can be found on the NHS Lothian intranet. It is important that social networking sites are not used for raising and escalating concerns. NHS Lothian’s Freedom of Speech Policy should continue to be used for this purpose and staff should be encouraged to raise issues locally in the first instance.

2. SOCIAL NETWORKING WEBSITES 2.1 Social Networking websites must not be accessed from NHS Lothian computers including NHS

Lothian computers used at home. These websites should also not be accessed during normal working hours, except during an unpaid lunch break, through any means including smart phones. The only exception to this are staff within the Communications Team who are required to manage and update the Corporate Twitter and Facebook accounts for NHS Lothian using NHS Lothian computers and trade union representatives authorised by their trade union who are required to manage and update the trade union Twitter and Facebook accounts using NHS Lothian computers. Staff wishing to put service information on the NHS Lothian Twitter or Facebook account can do this through the Communications Team.

2.2 NHS Lothian email addresses must not be used on any social networking websites. 2.3 Employees should be mindful that social networking websites are not secure and can be

accessed by the general public. It is therefore essential that no content is placed on social networking websites or personal blogs which could:

breach patient confidentiality, trust or ethics by sharing the of confidential information;

constitute bullying or harassment of an individual or group;

constitute defamation of an individual’s character by posting inappropriate comments about a colleague or patients ;

discredit the services provided by NHS Lothian or discredit NHS Lothian as an employer;

discredit a particular profession.

This list is not intended to be exhaustive. If there is any doubt about whether a particular activity online is acceptable, it is useful to think through a real world analogy. For example, photos that are intended to mock individuals would be considered offensive if printed and pinned on workplace notice boards, and are no less offensive when shared online. Privacy settings should also be used where appropriate to protect the information you want to share and with whom.

2.4 No member of staff is permitted to open a Twitter or Facebook account on behalf of NHS Lothian

or for any NHS Lothian corporate or clinical service. The Facebook and Twitter accounts for NHS Lothian are managed by the Communications Team and no other sites are allowed to be opened by any other NHS Lothian employee.

2.5 If a member of staff joins a discussion group or newsgroup they should conduct themselves in a

professional manner. Unless they are authorised to do so by the nature of their job and responsibilities, they are not permitted to write or present views on behalf of NHS Lothian. No member of staff is authorised to join a discussion under the name of NHS Lothian or to design a


website and publish it under the name of NHS Lothian without the authority of the Director of Communications.

3. PROFESSIONAL REGULATIONS 3.1 Employees who are regulated by a professional regulatory body eg doctors, nurses, midwives

and allied health professional are subject to professional rules and standards of conduct. They must therefore be mindful of their personal and professional accountabilities when exchanging information, including photographic information on social networking websites. Further guidance is available on the BMA and NMC websites for staff within these professional groups.

3.2 Employers have a duty to consider informing regulators if they believe an employee’s actions

may have implications for the continuation of their professional practice. Similarly, employers will become aware of any proceedings by regulators against members of their profession. Therefore, misconduct at work may lead to the professional regulatory bodies being informed. They will then decide what action to take. If that action includes a restriction on the professional practice of the individual then that person’s employment would be put at risk.

4. BREACH OF THE POLICY Any breaches of the above policy including the inappropriate use of chat rooms, blogs,

newsgroups and social networking sites or where there has been a breach of confidentiality or an inappropriate discussion about patients, colleagues or management, will be fully investigated in line with the Management of Employee Conduct Policy and may lead to disciplinary action including dismissal.

5. REVIEW OF POLICY This policy will be subject to review in two years by the Lothian Partnership Forum.


Welfare Benefits Advice and Information National Help lines

Citizens Advice Direct - 0844 848 9600

Edinburgh

City of Edinburgh Council’s Advice Shop - 0131 200 2360

Citizens Advice Edinburgh - 0131 557 1500

Southwest Edinburgh

Community Help and Advice Initiative (CHAI) - 0131 442 1009

North Edinburgh

Granton Information Centre – 0131 551 2459

West Lothian

West Lothian Citizens Advice Bureau – 01506 432977

West Lothian Council Advice Shop – 01506 283000

Mid Lothian

Penicuik Citizens Advice Bureau – 01968 675259

Dalkeith and District Citizens Advice Bureau – 0131 660 1636

Midlothian Council Welfare Rights Service – 0131 271 3900

East Lothian

Musselburgh and District Citizens Advice Bureau – 0131 653 2748

Haddington Citizens Advice Bureau - 01620 824471

East Lothian Welfare Rights Team – 0131 653 5230


KNOWLEDGE AND INFORMATION SERVICES

NHS Lothian staff have access to library services either as an internal service or via and agreement with the University of Edinburgh, which is open to all staff regardless of their grade or role, upon registration. This service offers access to electronic literature as well as a supply of printed books held on several hospital sites:

Royal Infirmary of Edinburgh Western General Hospital St. John’s Hospital Royal Hospital for Sick Children Astley Ainslie Hospital

All library sites offer access to PCs, printing facility; study space as well as support or training on using the Knowledge Network including Athens, working to Copyright guidelines and specialised literature searches. Further information on the range of services and support provided is available within the Education & Training section of HR Online located on the NHS Lothian Intranet.

Or on the University of Edinburgh website: http://edin.ac/2CJCmju

http://edin.ac/2CJCmju


USEFUL CONTACTS

It might be useful for you to list relevant contacts in your area to support your role and learning needs, e.g your local team and line management structure.

NAME TITLE CONTACT No. BLEEP/ PAGER

BLANK PAGE


Every donation to the Edinburgh and Lothians Health Foundation goes towards improving care for patients, and enhancing the health and well-being of local people. NHS Lothian staff are frequently asked by patients, carers and other well wishers, how they can make a donation. Gifts can be made to specific wards, departments, areas of research or to wherever the need is greatest.

You can help by: • Visiting www.elhf.co.uk to learn how our support makes a difference • Signposting donors to the website or the nearest hospital cashiers office • Call us on ext 35850 or email [email protected] for enquiries

We make grants to support projects not normally funded by the health service. We work to seven key priorities to: • Improve the health of the local community • Improve the patient and carer experience • Help transform the healthcare system • Reduce health inequalities • Support the Lothians as an academic centre of excellence • Enhance staff skills and performance • Use the arts in health as a means of improving health You can apply for a grant or find out about our grants programmes including projects we have previously funded at www.elhf.co.uk

SimMan, a £50,000 grant to the Directorate of Medical Education.

Edinburgh & Lothians

Health Foundation

A healthier future for the people of Lothian