Chamber and committees

Staff across a wide range of services play a role in growing community mental health resilience and directing social prescribing, While it is not possible to quantify the total number of staff contributing to this objective, Action 15 of the Mental Health Strategy 2017-27 outlined our commitment to funding 800 additional mental health workers in key settings, including A&Es, GP practices, police station custody suite and prisons – ensuring local provision and support is at the heart of our plans. At the end of the commitment, an additional 958.9 whole time equivalent (WTE) mental health roles have been filled using Action 15 funding. This exceeds the original commitment and includes an additional 356.1 WTE mental health workers recruited to GP practices.

We have also prioritised investment through the Primary Care Improvement Fund (PCIF). At March 2022, 260 WTE mental health workers had been recruited to primary care settings. The PCIF also funds Community Link Workers (CLWs) as part of primary care multi-disciplinary teams (MDTs). CLWs also play a role in social prescribing by enabling people to identify and access relevant resources within their community. At March 2022, 249 WTE CLWs had been recruited to support GP practices.

Since 2021, we have invested £36 million in our Communities Mental Health and Wellbeing Fund for adults. We have made over 1,800 awards to grassroots community projects focused on prevention and early intervention, with the aim of building capacity within community organisations to support the mental health and wellbeing of individuals.

We are continuing to invest in community-based supports for children, young people and families, with a further £15 million being provided this year. These services benefitted over 38,000 children, young people, parents and carers in the first six months of this year alone. Many of these services include links to local sport and recreation activities, which capitalise on the benefits of young people being active.

The target intake for nursing and midwifery have seen 10 consecutive years of increases but we recognise that undergraduate entry programmes are just one route into these two critical professions in our NHS.

The Scottish Government alongside a wide range of stakeholders including NHS Boards, Higher Education Institutions and Skills Development Scotland is taking forward work to develop alternative career pathways into these professions including potential apprenticeship models and other ‘earn as you learn’ routes that will widen access into the profession to those individuals who may not choose the undergraduate route. These developments will allow people to study and work at the same time as they progress their career. These new routes aim to attract new employees to NHS Scotland and at the same time offer existing staff opportunities to develop and progress towards registered roles.

The Scottish Government remains committed to introducing a high quality and clinically safe thrombectomy service in Scotland. As a result of the Emergency Budget Review, the thrombectomy service was not reduced, rather the expansion of the service was paused.

The budget for thrombectomy and development of a refreshed stroke improvement plan has been increased from £8.6 million for 2022-23 to £12.5 million in 2023-24. Prior to the 2023/24 budget announcement, the delivery of a national thrombectomy service had already received over £16 million of investment.

Work is ongoing to establish the most effective means of further expanding access to thrombectomy, including how the increased budget will be best used in recruiting staff to maximise the number of patients able to benefit from this treatment.

We are also in discussions with National Services Division, to ensure that decisions taken on potential expansions of the thrombectomy service consider the wider access requirements of patients across Scotland and ensure access is as equitable as possible.

I refer the member to the answer to question S6W-13391 on 11 January 2023. All answers to written parliamentary questions are available on the Parliament's website, the search facility for which can be found at https://www.parliament.scot/chamber-and-committees/written-questions-and-answers

As part of the winter vaccination programme, as at 18 December 2022, 526 Novavax Covid-19 vaccines have been administered in Scotland. This equates to 0.03% of the total vaccines administered as part of the programme.

Public Health Scotland do not currently supply the Scottish Government with the number of each type of vaccine administered at a Health Board level.

While the Scottish Government provides the policies, frameworks and resources for high quality healthcare, it is for each NHS Board to decide best how to utilise funding, facilities and staff while taking account of national and local priorities to meet local health needs.

We will develop a Remote and Rural workforce recruitment strategy by the end of 2024. This will support employers to ensure that the Health and Social Care needs of people who live in remote and rural communities are met.

As part of the Scottish Government’s work to develop a sustainable healthcare workforce, we continue to look for opportunities to increase levels of recruitment and retention of healthcare staff in rural areas.

The number of doctors in training is also up 24.3% under the SNP - or 1,295.6 WTE (from 5,336.1 WTE as at September 2006 to 6,631.7 WTE as at Sept 2022). And we have now created the biggest ever expansion of medical training posts – 152 places at £37m over the next four years to help future-proof our NHS. This equates to 2.5% increase in WTE workforce of 6,100 trainees – who make up 42% of doctors in hospitals. This brings the total number of additional places created by Scottish ministers to 725, since 2014.

In all areas of NHS Scotland, a great deal of effort is going into ensuring that services have sufficient capacity to deal with COVID-19, manage other risks and resume planned services as safely and effectively as possible. This includes ensuring that there are sufficient levels of consultant, including general surgeons.

Although the legal powers governing flexible working are currently reserved to Westminster, Scottish Government is committed to working with employers directly and through their representative bodies to explore ways of promoting and encouraging flexible, agile and inclusive workplaces that benefit all employees.

Improving access to flexible working is an important means to help people balance work and manage a range of health conditions as well as other commitments such as care without dropping out of the workplace with the loss of income, experience and skills that this entails.

In 2022-23 we are providing a total of £222,000 in funding to flexible working experts Flexibility Works to promote and support employers across Scotland to adopt flexible and family friendly workplaces.

Since 2019 we have also funded Timewise to deliver ‘A Fair, Flexible Work Programme for Scotland’ which focused on training a network of 70 Change Agents, both employment professionals and employability advisers on how to promote flexible working to employers and individuals.

In October 2021 our flagship Fair Work First approach to public sector spend included new criteria that asked employers to offer flexible working from day one of employment.

We continue to encourage employers to engage with all employees to consider flexible and hybrid working models where feasible and appropriate. However we recognise that employers are best placed to understand how their operations work most effectively and their employees’ and requests for flexible working, based on consultation with staff and unions.

There is no five-year target for take up of the Home Energy Scotland (HES) Grant and Loan scheme in the Highlands and Islands region. The scheme is demand-led and the number of households which can be supported is linked to the annual budget. The budget allocation across the HES loan/cashback scheme and replacement grant and loan scheme together in 2022-23 is £42 million, double the level for 2021-22. The budget for 2023-24 will be set in due course. The budget for the scheme forms part of at least £1.8bn which we have committed to allocating over the course of this Parliament to accelerate deployment of heat and energy efficiency measures and to support those least able to pay.

The new scheme introduces an increased grant level for households in rural areas, compared to other parts of Scotland. An uplift of £1,500 applies to both the heat pump and energy efficiency grants. This uplift increases the heat pump grant flat rate and the maximum limit of the energy efficiency grant to £9,000 respectively. The uplift is in recognition of the higher costs faced by rural households associated with the installation of measures (such as increased transportation costs, possible accommodation costs for installers, housing type amongst other reasons) and aims to support with these additional costs.

The first cohort of ScotGEM students graduated from the four-year course in June 2022. These graduates must now undertake two years of Foundation training before they are eligible to apply for specialty training posts. We therefore will not know how many ScotGEM students have entered General Practice Speciality Training until 2024.