Chamber and committees

The information is not held centrally.The Scottish Executive values learning, development and training and uses the fullrange of learning opportunities available to it to support organisational development.

This information iscurrently not held centrally.

Specific Grant forSocial Work Training of £5.5 million per annum is allocated to local authorities.This ring fenced funding is to improve the quality of social work serviceprovision by increasing the availability of training for relevant staff. It is not possible to disaggregate the fundingspecifically spent on children’s services.

Specific Grant	Initial Allocation	Supplementary Funding
2000-01	£2,430,000
2001-02	£2,200,000	£3,500,000
2002-03	£2,200,000	£3,500,000
2003-04	£5,500,000
2004-05	£5,500,000
2005-06	£5,500,000

 

An additional £6 million wasawarded for three financial years commencing 2005-06 through the Early Yearsand Childcare Workforce Development fund to support the growth and developmentof a qualified and skilled early years and childcare workforce.

The Scottish Institute for ResidentialChild Care (SIRCC) was established in 1999 to ensure that residential childcare staff throughout Scotland has access to the skills and knowledge they requireto meet the needs of children and young people in their care.

SIRCC	Allocation
2000-01	£1,200,000
2001-02	£1,434,728
2002-03	£1,578,529
2003-04	£1,821,581
2004-05	£2,316,518
2005-06	£2,247,830

 

A further £0.6 million wasawarded over the financial years 2003-04 and 2004-05 to Children at the Centre.This funding was to provide child protection training to social workers inlocal authorities and other relevant staff including drug workers.

Staff in Bands A-C in the coreDepartments of the Scottish Executive are paid an annual salary based on thepay range for their post.

As at April 2006, theaverage hourly rates paid to staff were as follows:

Band	Average Hourly Wage
Band A (Administrators)	£6.57
Band B (First/Middle managers)	£11.13
Band C (Senior managers)	£19.84

 

For staff above Band C, inthe Senior Civil Service, there is no immediate means of calculating an averagehourly wage which would reflect the pay ranges, performance pay system andcontractual hours within which they are required to work and which wouldpresent a meaningful picture of salary rates within the Scottish Executive forthese grades. All Senior Civil Servants’ salaries sit within pay bands andperformance pay arrangements set by the Senior Salaries Review Body and agreedby the Government, the latest information about which is available at www.ome.uk.com.

This information is not heldcentrally. Such events are generally organised locally by individual business unitswithin the Executive and are funded within locally devolved budgets. The ScottishExecutive values learning, development and training and uses the full range of learningopportunities to support staff and organisational development.

This information is not available.

This information is not currentlycollected centrally.

It is, however, intended to begincollection of data this winter through the Scottish Workforce Information StandardSystem (SWISS) using the Health and Safety Executive sickness absence code underthe collective heading of anxiety, stress, depression and other psychiatric illness.Data from the collection is not expected to be available until early next year.

This information is not currentlycollected centrally.

It is, however, intended to begincollection of data this winter through the Scottish Workforce Information StandardSystem (SWISS) using the Health and Safety Executive sickness absence code underthe collective heading of anxiety, stress, depression and other psychiatric illness.Data from the collection is not expected to be available until early next year.

The information requested for2003, 2004 and 2005 is given in tables 2.3and 1.6 of Pre-School and Childcare Workforce Statistics 2005 published byScottish Executive National Statistics in 2006, a copy of which is available inthe Scottish Parliament Information Centre (Bib. number 39531)

Prior to 2003 this informationwas not held centrally.

The following table shows themedian hourly pay rate of child care and related personal services employees comparedwith all Scottish employees in each year since 2003.

Median Hourly Pay Rate of ChildCare and Related Personal Services Employees and all Scottish Employees, 2000-05

Year	Median Hourly Pay Rate of Child Care and Related Personal Services Employees	Median Hourly Pay Rate of All Scottish Employees
2005	£6.63	£9.15
2004 (inc)	£6.28	£8.72
2004 (exc)	£6.19	£8.83
2003	£6.20	£8.49
2002	£5.93	£8.31
2001	£5.53	£7.92
2000	£5.37	£7.50

Notes:

1. Source: Annual Survey of Hoursand Earnings (ASHE), Office for National Statistics.

2. Figures given are for employeeson adult rates whose pay for the survey pay-period was not affected by absence.

3. Estimates have been roundedto the nearest penny.

4. To improve coverage and hencemake the survey more representative, supplementary information was collected fromthe 2004 ASHE survey onwards on businesses not registered for VAT and for peoplewho changed or started new jobs between sample selection and the survey referenceperiod. The 2004 and 2005 ASHE results are therefore discontinuous with the resultsfor 2003 and previous years, for which no supplementary information was collected.However, for 2004 two sets of results are given; the headline results that includesupplementary information and results that exclude this information. These secondset of results are given solely for comparison to earlier years.

6. Direct comparisons can bemade between 2003 and 2004(ex.) or between 2004(inc.) and 2005.

7. Child care and relatedpersonal services employees include nursery nurses, childminders and related occupations,playgroup leaders/assistants and educational assistants.

8. The median is the value below which 50 per cent of employeepay rates fall. It is preferred over the mean for earnings data as it is influencedless by large or extreme values.

The Executive have not set atarget for recruitment and retention of staff working in pre-school and child carecentres.

It is in the interests of employersthat they strive to provide employment conditions which will both attract and retainstaff in the sector.