Chamber and committees

This is a matter for NHS Trusts responsible for primary care, if necessary in consultation with health boards. These bodies are responsible for assessing health service requirements in their area and for deciding on priorities within the increased resources we are making available to NHSScotland.

The work of the LHCC Best Practice Group has identified a substantial range of service improvements. Audit Scotland has also carried out an evaluation of LHCCs' range of activities. Reports from both pieces of work are expected shortly and will, together with other related work, inform what the Executive does next on this issue.LHCCs are supported through their local Primary Care Trust. When fundholding ended, the £13.5 million used to pay fundholding management allowances was transferred to local unified budgets to facilitate that support. The GP fundholding scheme covered 50% of GP practices, whereas 97% of GP practices are covered by LHCCs.

Ultimate responsibility for hospital hygiene rests with the Chief Executives of the NHS Trusts which operate the hospitals.

I am advised by the Food Standards Agency Scotland, who have responsibility for policy on dietary supplements sold as foods (i.e. not medicines), that, as there are also significant interests in this issue within the Scottish Executive, the information to answer this question fully is still being researched. I shall write to the member by the 27 April 2001 with the requested information, and place a copy of the letter within the Parliament's Reference Centre (Bib. no. 12346).

The management style and actions of the senior management team in Tayside Health Board during the mid 1990s was clearly not acceptable. Since the Kilshaw inquiry report NHSScotland organisations have become more open and accountable to the public and action has been taken to ensure non-executive trustees are better trained to undertake their role more effectively. A centrally supported Management Development Framework is currently in preparation, this is aimed at developing professional relationships and will support the introduction of new appraisal arrangements which are predicated on recommendations on the critical leadership behaviours required to create a modern NHS. For individual staff, guidance on "Dignity at Work: Eliminating Bullying and harassment in the Workplace" was issued to NHS Scotland in January. That guidance recommends that organisations should have clearly defined policy and procedure for all employees for dealing with bullying and harassment complaints and have procedures in place which enable staff to bring issues to the attention of managers without fear of reprisal.

The information is not available centrally in the detail requested.

The overall recruitment and retention of Professions Allied to Medicine (PAMs) which includes physiotherapists, occupational therapists and speech and language therapists, remains satisfactory, although there are some recognised difficulties in particular geographic areas and with some specialist posts.

In the context of stroke services the one-stop approach is applicable to patients who have had a transient ischaemic attack, also known as a 'minor stroke'.For these patients, there are four "one-stop" services in Scotland: at Glasgow Royal Infirmary, Gartnavel Hospital, Falkirk Royal Infirmary and the Western General Hospital, Edinburgh. In addition, there are two neurovascular clinics, one at Borders General Hospital, the other at Aberdeen Royal Infirmary, which can also assess patients who have had a minor stroke. A further clinic is operated by Aberdeen Royal Infirmary for stroke prevention.

This information is not held centrally.

Employment policy is reserved to the UK Government, which takes the lead on funding and delivery of the New Deal. In Scotland it does this in partnership with the Scottish Executive and contributing organisations.Within the Caithness, Sutherland and Easter Ross catchment area, as at end December 2000, 598 young clients have participated in the New Deal for Young People and 697 clients have participated in the New Deal 25+.The town of Wick (and the surrounding rural areas covered by postcode KW1), the Ormlie Housing Estate and the Recruit Sutherland campaign are also benefiting from 'Action Team for Jobs' assistance. 'Action Teams for Jobs' is a Department for Education and Employment initiative that provides additional, flexible assistance to jobseekers in discrete areas of high unemployment. In addition to these UK initiatives, the Scottish Executive through its economic development agency Highlands and Islands Enterprise (HIE) and its local enterprise companies, Caithness and Sutherland Enterprise (CASE) and Ross and Cromarty Enterprise (RACE), is taking forward a number of projects to address unemployment within the area. The following are examples of these initiatives:Alternative employment opportunities created in Easter Ross include nearly 1000 jobs in Information Technology related companies over the past 3 years including over 300 in the last 12 months. Development of advance office/commercial premises, notably the construction of 9,000 square feet at Alness Point business park at a cost of £1million and several significant serviced sites at Dingwall Business Park costing £1.5 million. Establishment of the Cromarty Industries Group involving a wide range of private sector operators, many in the Easter Ross area, which has produced a strategy for a partnership with the HIE Network, including RACE, to help with diversification of market opportunities both at home and abroad.Assisting Business Start-Ups under the new HIE Starts programme which is a flexible scheme allowing potential new business starts to remain in part-time employment until their business develops to the full-time stage. Additionally, there is no longer a requirement for an individual to have been unemployed for six weeks prior to start-up. Undertaking projects such as the business parks in Wick and Golspie to attract inward investment and employment to areas of high unemployment. The total investment in the two parks is just under £2 million. Skills development for unemployed workers including Safety Passport Training to develop a pool of potential workers for Dounreay decommissioning related projects. Support for redundant workers including BARMAC ex-employees and contractors. Specialist small-scale intermediate labour market projects commencing in Sutherland and one under discussion for Wick. Development of additional support for offenders and those at risk.