Recruitment to Fire and Rescue Services is a matter for the Scottish Fire and Rescue Authorities. However the Transitional Fire and Rescue Framework for Scotland 2012 sets out the Scottish Government’s expectations that services build on the work already done to recruit, retain and develop individuals from equality groups across all areas of Scotland and at all levels. A copy of the Transitional Fire and Rescue Framework is available at:

http://www.scotland.gov.uk/Publications/2012/05/6587/0.

The Fire and Rescue Framework for the new single Scottish Fire and Rescue Service will set out those expectations similarly.

A detailed examination of these issues is set out in Scotland Together: A Study Examining Fire Deaths and Injuries in Scotland, commissioned by the Scottish Government and published in 2009, a copy of which is available in the Scottish Parliament’s Information Centre (Bib. number 51403).

<>I refer the member to the answer to question S4W-08907 on 15 August 2012. All answers to written parliamentary questions are available on the Parliament’s website, the search facility for which can be found at http://www.scottish.parliament.uk/parliamentarybusiness/28877.aspx.

<>I refer the member to the answer to question S4W-08907 on 15 August 2012. All answers to written Parliamentary Questions are available on the Parliament’s website, the search facility for which can be found at http://www.scottish.parliament.uk/parliamentarybusiness/28877.aspx.

<>A methodology for setting appropriate public sector energy efficiency targets has been developed by the Carbon Trust as part of a suite of support interventions. This methodology is available to all public bodies who are involved in setting energy efficiency targets as part of their overall Carbon Management planning, by request to the Carbon Trust. Requests can be made by contacting the Carbon Trust at [email protected] or by telephoning 01355 581810.

Rather than focus on a short-term, one year target, the Scottish Government is committed to achieving a far reaching reduction in our energy use. As outlined in the previous reply S4W-07454 on 13 June 2012 by the Minister for Energy, Enterprise and Tourism, we have set a target of reducing CO2 emissions from energy used in our buildings by 30% by 2020.

We continue to deliver efficiency savings throughout our estate by implementing the actions detailed in the previous reply S4W-08201 on 4 July 2012 by the Cabinet Secretary for Finance, Employment and Sustainable Growth.

All answers to written parliamentary questions are available on the Parliament’s website, the search facility for which can be found at http://www.scottish.parliament.uk/parliamentarybusiness/28877.aspx.

Skills Development Scotland (SDS) works closely with schools, colleges and other partners to offer guidance on the wide range of career options open to young people. Their career services include face-to-face and telephone information, advice and guidance, as well as access to My World of Work, Scotland’s online career service, which consists of information and video case studies and support tools for accessing learning and training opportunities, such as strengths diagnostic and CV writing tools. It also includes information on the wide range of career options within manufacturing.

SDS seeks to ensure that all advice is set in the context of future job opportunities and the needs of the economy. SDS is developing a Skills Investment Plan (SIP) for each of the key growth sectors set out in the Government Economic Strategy in consultation with industry and in collaboration with related public bodies. SIPs use labour market information to identify sectors’ strengths and tackle barriers like low awareness of opportunities, low attractiveness to new recruits, lack of leadership; specific skills gaps; and training pipelines. Within these SIPs there will be some distinct activities which will support manufacturing within those sectors including increasing awareness of opportunities to school leavers.

We invest around £2 billion every year in colleges and universities and we expect both sectors to have a strong focus on increasing the employability of learners.

Our reforms of the college sector will ensure that provision is closely aligned with the needs of the economy so that learners are equipped with the skills highly prized by employers.

Our approach to post 16 learning is reaping clear benefits: the latest figures from the Higher Education Statistics Agency show that Scotland’s graduates have the highest rate of “positive destinations” in the UK at 90 per cent, command higher starting salaries than the UK average and have the lowest rate of graduate unemployment in the UK.

The following table gives the average working days lost (AWDL) per full-time equivalent employee in Scottish Government Core Directorates.

1 July 2010 to 30 June 2011	1 October 2010 to 30 September 2011	1 January 2011 to 31 December 2011	1 April 2011 to 31 March 2012
6.6 days	6.4 days	6.3 days	6.3 days

Note: Sickness absence is reported in 12 month periods to account for seasonality.

The latest available absence data (2011-12) for NHS Scotland is published at the following link:

http://www.isdscotland.org/Health-Topics/Workforce/Publications/data-tables.asp.

[Scroll down to the Staff Governance heading and open the excel attachment Sickness Absence].

NHS absence data is measured as an absence rate, which is different to the standard AWDL measure used by government departments.

The latest available absence data (2010-11) from the Scottish Policing Performance Framework is available at the following link; Table 4.3.2 refers.

http://www.scotland.gov.uk/Publications/2011/10/25105642/34#tablefourthreetwo.

Police absence data is measured by the proportion of working days lost, which is different to the standard AWDL measure used by government departments.

The latest available absence data (2010-11) relating to teachers is published by Audit Scotland at the following link:

http://www.audit-scotland.gov.uk/performance/service/

[Click on the Excel attachment Corporate management].

These figures are not comparable.

Following the launch of the Scottish Strategy for Autism, in February 2012, I announced as a spending priority the roll-out of local autism coordinators across Scotland.

National Autism Mapping Coordinators, led by a Project Leader, have been appointed from 1 August 2012 on a fixed-term 10 month contract in the voluntary sector to map autism service provision and support throughout Scotland.

Mappers will be responsible for regional areas, covering Strathclyde, Ayrshire and Dumfries, Edinburgh, Lothian and Borders, Central Scotland, North East Scotland and the Highlands and Islands. They will determine levels, type and quality of service provision and any gaps. Mappers will link in, consult and work with all local authorities, NHS, autism networks, local organisations and individuals on the spectrum, their families and carers within their allocated areas. Findings will inform future decisions on how many local autism coordinators will be required, the nature of the work they would undertake locally and where they will be best placed to meet the needs of people with autism.