Chamber and committees

Questions and answers

Parliamentary questions can be asked by any MSP to the Scottish Government or the Scottish Parliamentary Corporate Body. The questions provide a means for MSPs to get factual and statistical information.

Written questions must be answered within 10 working days (20 working days during recess)
Other questions such as Topical, Portfolio, General and First Minister's Question Times are taken in the Chamber

Urgent Questions aren't included in the Question and Answers search. There is a SPICe fact sheet listing Urgent and emergency questions.

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Question reference: S6W-19526

Asked by: Jackie Baillie, MSP for Dumbarton, Scottish Labour
Date lodged: Thursday, 29 June 2023
Current Status: Answered by Paul McLennan on 19 July 2023

To ask the Scottish Government for what reasons it did not consider the Antisocial Behaviour etc. (Scotland) Act 2004 to be the most appropriate means of regulating the short-term let sector, in the same manner as private rented landlords.

Question reference: S6W-18712

Asked by: Jackie Baillie, MSP for Dumbarton, Scottish Labour
Date lodged: Wednesday, 28 June 2023
Current Status: Answered by Michael Matheson on 17 July 2023

To ask the Scottish Government whether it will provide an update on how many staff have completed the National Endoscopy Training Programme to date.

The National Endoscopy Training Programme (NETP) offers a range of training packages to improve the quality of endoscopy care for patients in Scotland, helping to provide the clinical capacity needed to reduce Endoscopy and Cancer waiting times. This includes:

Immersion Training
Basic Endoscopy Skills Courses
Train the Trainer Course
Upskilling for Colonoscopy
Endoscopy Non-Technical Skills (ENTS)
National Assistant Practitioner Programme

As of 31 May 2023, over 380 staff have participated in NETP programmes, helping to develop the endoscopy workforce in a coordinated ‘Once for Scotland’ approach.

Question reference: S6W-19384

Asked by: Jackie Baillie, MSP for Dumbarton, Scottish Labour
Date lodged: Thursday, 22 June 2023
Current Status: Answered by Michael Matheson on 17 July 2023

To ask the Scottish Government whether it is considering implementing formal protocols for risk stratification of patients requiring oncology services, in line with protocols put in place during the COVID-19 pandemic in 2020.

Question reference: S6W-19401

Asked by: Jackie Baillie, MSP for Dumbarton, Scottish Labour
Date lodged: Thursday, 22 June 2023
Current Status: Answered by Jenni Minto on 11 July 2023

To ask the Scottish Government when it will publish the final report of the independent review into audiology, which was announced on 21 January 2022 and whose terms of reference state that it plans to report over a nine-month period from May 2022 to March 2023.

Question reference: S6W-19402

Asked by: Jackie Baillie, MSP for Dumbarton, Scottish Labour
Date lodged: Thursday, 22 June 2023
Current Status: Answered by Jenni Minto on 11 July 2023

To ask the Scottish Government whether it has received any interim reports from the independent review into audiology, which was announced on 21 January 2022, and what action it has taken on the basis of any such reports.

The Scottish Government has not received any interim reports from the Independent Review into Audiology.

However, given the serious nature of this issue the Scottish Government has been clear that action needs to be taken before the final report from the Independent Review is published. As such, the Scottish Government is already engaging with senior leadership in all Health Boards to seek assurances there are robust structures in place to deliver audiology services safely and effectively, and that Boards are sufficiently prepared to take forward any recommendations when they are published.

Question reference: S6W-19382

Asked by: Jackie Baillie, MSP for Dumbarton, Scottish Labour
Date lodged: Thursday, 22 June 2023
Current Status: Answered by Michael Matheson on 7 July 2023

To ask the Scottish Government what modelling has taken place to understand future oncology workforce needs over the next 10 years, and how many oncologists are estimated to be required.

As committed to in the National Workforce Strategy for Health and Social Care, we undertook a data collection exercise to inform future decisions about workforce investment in 2022. This has informed actions in the new Cancer Action Plan for Scotland 2023-2026 including establishing and delivering the Oncology Transformation Programme. It also includes and action to ‘Complete a workforce review of key professions in cancer services, including modelling, to inform recruitment, training and allocation’.

The Scottish Shape of Training Transition Group (SSoTTG) is currently undertaking its annual review of medical training numbers and will be making recommendations to Scottish Minsters later this year for expansion taking place in 2024.

Question reference: S6W-19383

Asked by: Jackie Baillie, MSP for Dumbarton, Scottish Labour
Date lodged: Thursday, 22 June 2023
Current Status: Answered by Michael Matheson on 6 July 2023

To ask the Scottish Government what plans are in place to maintain patient access to oncology services when oncologists move to another area or retire.

Whilst the Scottish Government sets the strategic policy direction for workforce development with the NHS, it is up to the individual health boards on how to best undertake recruitment planning requirements.

Additionally, the National Oncology Coordination Group has been commissioned to support a coordinated and collaborative operational response to immediate service pressures, like retirees or moves.

Question reference: S6W-18709

Asked by: Jackie Baillie, MSP for Dumbarton, Scottish Labour
Date lodged: Wednesday, 28 June 2023
Current Status: Answered by Michael Matheson on 4 July 2023

To ask the Scottish Government, further to the answer to question S6W-13473 by Humza Yousaf on 24 January 2023, how many funded places for (a) nursing and (b) midwifery will be available in 2023.

Question reference: S6W-19381

Asked by: Jackie Baillie, MSP for Dumbarton, Scottish Labour
Date lodged: Thursday, 22 June 2023
Current Status: Answered by Michael Matheson on 4 July 2023

To ask the Scottish Government, regarding the oncology workforce in NHS Scotland, how many (a) medical and (b) clinical oncologists are (i) currently employed (A) across NHS Scotland and (B) in each NHS board and (ii) expected to retire in the next five years.

How many (a) medical and (b) clinical oncologists are (i) currently employed (A) across NHS Scotland and (B) in each NHS board and can be found in this link to TURAS - NHS Scotland workforce | Turas Data Intelligence .

We do not hold the information for question (ii) how many medical and clinical oncologists are expected to retire in the next five years within NHS Scotland, however this link to TURAS shows the % of the workforce over the age of 55 - NHS Scotland workforce | Turas Data Intelligence .

Question reference: S6W-19198

Asked by: Jackie Baillie, MSP for Dumbarton, Scottish Labour
Date lodged: Thursday, 15 June 2023
Current Status: Answered by Angela Constance on 27 June 2023

To ask the Scottish Government what initiatives it has to promote the number of BME staff in the police and fire services, in light or reports that they have the lowest BME employment rate among all of the public sector.

While the promotion of workforce diversity is a matter for the Chief Constable of Police Scotland and Scottish Fire and Rescue Service, the Scottish Government set clear ambitions on equality, diversity and inclusion in the Strategic Police Priorities 2023 and the Fire and Rescue Framework 2022 .

Police Scotland’s Joint Equality Outcomes for Policing include outcomes on workforce diversity monitoring, leadership, recruitment, progression and retention. Progress across a broad range of activity is highlighted in the Police Scotland EDI Mainstreaming and Equality Outcomes Progress Report 2021-2023 , published in April this year.

SFRS has developed a Positive Action toolkit to proactively engage with Scotland’s diverse communities, host community targeted recruitment events and present SFRS as an inclusive employer. SFRS also has a range of initiatives to encourage retention of its diverse workforce for example in developing a Race Employee Network and in mainstreaming its dignity and respect policies.