- Asked by: Craig Hoy, MSP for South Scotland, Scottish Conservative and Unionist Party
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Date lodged: Thursday, 22 December 2022
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Current Status:
Answered by Humza Yousaf on 24 January 2023
To ask the Scottish Government whether it will provide an update on the delivery of the commitment made in the Health and social care: integrated workforce plan to "design and oversee work to obtain a national picture of workforce planning capacity, methodology and capability in Local Authorities/ Health and Social Care Partnerships for planning social care services".
Answer
The Scottish Government has engaged directly with representatives from NHS Boards and Health and Social Care Partnerships (HSCPs) to consider workforce planning capacity and capability across services. We remain committed to building a culture of continuous learning and improvement in workforce planning, including through the guidance we developed to support the development of health board and HSCP three-year workforce plans. We have been exploring, with stakeholders, formal qualification and accreditation opportunities, we continue to take forward these discussions with partners in further and higher education, alongside the provision of in-house training.
- Asked by: Craig Hoy, MSP for South Scotland, Scottish Conservative and Unionist Party
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Date lodged: Thursday, 22 December 2022
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Current Status:
Answered by Humza Yousaf on 24 January 2023
To ask the Scottish Government whether it has developed an engagement programme across the health and social care workforce to inform a set of shared values.
Answer
As part of Leading to Change, the National Leadership Development Programme, we have been running a series of engagement events for the health, social work and social care sectors to promote compassionate and inclusive leadership at all levels and create an open and welcoming culture that will enable people to thrive.
Details of the events can be found here:
An update on the National Workforce Strategy for Health and Social Care will be published later this year.
- Asked by: Craig Hoy, MSP for South Scotland, Scottish Conservative and Unionist Party
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Date lodged: Monday, 16 January 2023
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Current Status:
Answered by Kevin Stewart on 24 January 2023
To ask the Scottish Government, further to the answer to question S6W-13457 by Kevin Stewart on 13 January 2023, when the evaluation of the framework will be completed.
Answer
The evaluation of the national induction framework will remain open until at least the end of March to allow as many people as possible to take part.
As the regulator for social services, the Scottish Social Services Council (SSSC) have also designed and implemented a feedback mechanism which will remain in place to enable continuous improvement to the framework.
- Asked by: Craig Hoy, MSP for South Scotland, Scottish Conservative and Unionist Party
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Date lodged: Monday, 16 January 2023
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Current Status:
Answered by Kevin Stewart on 24 January 2023
To ask the Scottish Government, further to the answer to question S6W-13505 by Kevin Stewart on 13 January 2023, what the timeline is for its project to trial the Framework in social care settings.
Answer
Initial implementation will begin in Spring 2023. This phase is expected to last for a period of 12-18 months.
- Asked by: Craig Hoy, MSP for South Scotland, Scottish Conservative and Unionist Party
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Date lodged: Monday, 16 January 2023
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Current Status:
Answered by Kevin Stewart on 24 January 2023
To ask the Scottish Government, further to the answer to question S6W-13532 by Kevin Stewart on 13 January 2023, what the minimum standards developed are.
Answer
The Fair Work in Social Care Group has developed the following minimum standard terms and conditions:
Term/Condition | Proposed minimum Terms and Conditions |
Sickness | Tenure within the sector is recognised for sick pay: < 1 Year. 5 weeks full, 5 weeks half pay 1 Year+ 9 weeks full, 9 weeks half pay 2 Years+ 18 weeks full, 18 weeks half pay 3Years+ 22 weeks full, 22 weeks half pay 5 Years+ 26 weeks full, 26 weeks half pay |
Annual Leave | 35 days; 27 holidays, 8 public On appointment: 35 days After five years: 37 days After ten years: 41 days (all including 8 public holidays) |
Pensions | Contributions of 10% from the employer and 5% from the employee. |
Professional Development Time | To include paid time for induction, mandatory training, and role specific training as required by regulatory bodies. To include ongoing professional development. |
Maternity and Paternity | Maternity: 52 weeks, comprising; 8 weeks full pay, next 18 weeks half of full pay (plus Statutory Maternity Pay). Next 13 weeks, Statutory Maternity Pay, final 13 weeks no pay. Paternity: 2 weeks. |
Core Pay (Contracted hours, overtime and overnight support) | Core pay should include contracted hours, any guaranteed overtime and overnight support payments. |
Overnight Support | Sleepovers to be paid at a minimum Real Living Wage hourly rate. Waking hours paid at contractual rate with a minimum of Real Living Wage hourly rate. |
- Asked by: Craig Hoy, MSP for South Scotland, Scottish Conservative and Unionist Party
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Date lodged: Thursday, 22 December 2022
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Current Status:
Answered by Maree Todd on 24 January 2023
To ask the Scottish Government what action it is taking to ensure that there is a staff equality focus for its (a) Women’s Health Plan, A plan for 2021-2024, and (b) Race Equality Immediate Priorities Plan.
Answer
The Women’s Health Plan sets out actions which aim to address women’s health inequalities by raising awareness around women’s health, improving access to health care for women across their lives, and reducing inequalities in health outcomes for women and girls.
The Plan includes actions to develop a menopause/menstrual health policy for NHS Scotland staff in 2023. I refer the member to the answer to question S6W-13514 on 16 January 2023 for an update on the development of a menopause and menstrual health workplace policy for NHS Scotland. All answers to written Parliamentary Questions are available on the Parliament's website, the search facility for which can be found at /chamber-and-committees/written-questions-and-answers .
The Plan also contains an action to encourage Health Boards to participate in the Equally Safe at Work accreditation scheme. I also refer the member to the answer to question S6W-13539 on 23 January 2023 for an update on progress on this action.
The Race Equality Immediate Priorities Plan (IPP) Annex B contains actions under systemic recommendation 4 (Fair Work Practices) to support minority ethnic staff. Data recommendations 10, 11 and 14 also contain actions on monitoring workforce data, NHS workforce data and accountability and governance. These are published online at: .’
- Asked by: Craig Hoy, MSP for South Scotland, Scottish Conservative and Unionist Party
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Date lodged: Thursday, 22 December 2022
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Current Status:
Answered by Humza Yousaf on 24 January 2023
To ask the Scottish Government whether it has refreshed the NHS Scotland Partnership Information Network (PIN) policies, particularly the Homeworking Policy, which is part of the "supporting work-life balance" suite of policies, and whether it has responded to any requests to develop new policies.
Answer
To date, the NHSScotland ‘Once for Scotland’ Workforce Policies Programme has refreshed the following PIN policies and process:
In addition, the that includes the was published in April 2021.
Following a pause due to the pandemic, the ‘Once for Scotland’ Workforce Policies programme of work formally restarted in June 2022. The review of the suite of that include flexible working arrangements and the Homeworking Policy (now known as the NHSScotland Flexible Work Location Policy) is currently at an advanced stage.
The programme policy development schedule is reviewed at each stage to enable response to service pressures and prioritised policy needs. Requests for new policies are considered by the ‘Once for Scotland’ Workforce Policies Programme Board.
- Asked by: Craig Hoy, MSP for South Scotland, Scottish Conservative and Unionist Party
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Date lodged: Thursday, 22 December 2022
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Current Status:
Answered by Humza Yousaf on 24 January 2023
To ask the Scottish Government how many additional Child and Adolescent Mental Health Services (CAMHS) staff it has recruited in each year since 2007.
Answer
The information on how many additional Child and Adolescent Mental Health Services (CAMHS) staff has been recruited by the Scottish Government in each year since 2007 is not centrally held.
The information on CAMHS workforce staff in post can be found in the following link:
The Employee Turnover tab gives the number of joiners and leavers from year ending March 2012 to March 2022. Data for preceding years are not available.
Joiners are employees who are in post as at 31 March of a particular year and were not in post at 31 March of the previous year.
Leavers are employees who were in post as at 31 March of the previous year and not in post at 31 March year of the present year.
- Asked by: Craig Hoy, MSP for South Scotland, Scottish Conservative and Unionist Party
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Date lodged: Thursday, 22 December 2022
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Current Status:
Answered by Humza Yousaf on 24 January 2023
To ask the Scottish Government what options it has identified for working collaboratively with stakeholders to review the health and social care workforce data landscape, as part of a whole-system approach.
Answer
I refer the member to the answer to question S6W-13517 on 24 January 2023. All answers to written Parliamentary Questions are available on the Parliament's website, the search facility for which can be found at /chamber-and-committees/written-questions-and-answers
- Asked by: Craig Hoy, MSP for South Scotland, Scottish Conservative and Unionist Party
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Date lodged: Monday, 16 January 2023
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Current Status:
Answered by Kevin Stewart on 24 January 2023
To ask the Scottish Government, further to the answer to question S6W-13474 by Kevin Stewart on 13 January 2023, what information it holds on how many social care staff (a) have and (b) have not received a "robust and supportive induction" since the launch of the National Induction Framework on 1 February 2022.
Answer
This answer is not centrally held, however, the SSSC advises that although the National Induction Framework resource is presented as open access (in order to ensure maximum accessibility), and therefore analytics are anonymous, they can advise that the number of visits to the site is 10,852 with total interactions (including visits) standing at over 30,300.
Although visits to the site are not individually identifiable, since the launch of the framework in February 2022, there have been 3,100 interactions through TURAS, the NES/Health platform.
More information can be found here:
