Chamber and committees

Booster vaccinations in Scotland started as soon as possible once the Joint Committee on Vaccination and Immunisation (JCVI) provided their advice on boosters, which stated that the booster dose should be offered no earlier than six months after completion of the primary vaccine course, however there is some flexibility to offer a booster vaccination to the most vulnerable groups after five months.

1,342,841 people have received a booster or 3rd dose to Friday 19 November, and we are working as quickly as we can, prioritising those most vulnerable.

Data on boosters by JCVI priority group is not yet published. We continue to work closely with Public Health Scotland to develop the vaccination data to provide robust statistics that enhance public understanding.

The number of businesses which received support for the Scottish Suckler Beef Support Scheme (Mainland and Island) between 2018 and 2020 is shown in in the following table:

The following table shows the funding provided to Cunninghame, Irvine and Trust Housing Associations between 1999-2000 to 2011-12 to deliver affordable homes. This funding supported delivery of new build homes, rehabilitation projects, conversions and off-the-shelf purchases of both new and second hand homes.

Funding provided to support delivery of affordable homes to Cunninghame, Irvine and Trust Housing Associations 1999-2000 to 2011-12*

This rapid review will be carried out by people with clinical expertise and will set out expectations for the delivery of support for people who experience mental health and substance use problems. It will involve key stakeholders and be led by the views of people with lived and living experience. The remit of the review will include, but is not limited to, the following:

• The provision of assessment and specialist support for people who experience a dual diagnosis of a mental health condition alongside their substance use problem;
• The delivery of psychosocial support to people with substance use problems in settings which include third sector and primary care;
• The impact of additional, multiple and severe disadvantages on the need for, and delivery of, appropriate mental health and substance use services.

The review will be completed and a report will be published in late Autumn 2022.

Scotland’s policy on GMOs has not changed. We are aware of current debate around novel genomic techniques such as gene editing and how these relate to existing GM legislation, and we note in particular the consideration of this at EU level. The Scottish Government is committed to keeping close to the EU and we will continue to align when appropriate. We are closely monitoring the EU’s position on this issue.

The vaccination of poultry and captive birds against avian influenza is not currently permitted. Vaccination is not a routine preventative measure and is a practice prohibited by legislation. There is limited experimental evidence available on the effectiveness of vaccination of poultry and other captive birds against avian influenza, and its varying strains, and there are no vaccines currently available that would guarantee the immune responses required.

If vaccinations were to be applied, there is a danger that they could ‘mask’ the occurrence of disease in a farm, delaying its detection. A poorly applied vaccination programme could even lead to the persistence of disease, whilst vaccinated birds may still be capable of transmitting the virus. Further concerns are that a vaccination programme could have trading implications with EU/third countries.

New developments in avian influenza vaccinations and their potential use are continually being considered and appraised, however, currently the proven effective preventative measure against avian influenza remains the application of on-site biosecurity, which is of fundamental importance to the avian influenza prevention and control strategy for Scotland.

We know that people with experience of drug problems, either through their own use or by association often experience stigma and discrimination that can be a barrier to people accessing help and support. We must all act to end the stigma associated with problem drug use.

As part of our efforts to tackle societal stigma, we are launching a national campaign to reduce stigma. The projected cost of the campaign is £900,000 and has been funded by the Scottish Government’s ‘Reducing Drug Deaths’ budget.

The campaign will launch in early December, and run until late February for a total of 8 weeks. The campaign is not targeted to particular locations and will run across Scotland, but utilise regional and local media as well as national media.

In July 2016 it was agreed by Scottish Ministers and COSLA that from 2016-17 onwards 80% of the flood component of the general capital grant would be allocated to large scale projects and distributed according to the SEPA prioritisation of flooding schemes and works set out in the Flood Risk Management Strategies. There were 40 eligible schemes on SEPA’s prioritised list, which was published in December 2015. The Scottish Government is currently committed to funding these 40 schemes subject to the caveat that these remain viable projects. For an eligible scheme, grant funding will also cover all capital expenditure related to the scheme before building work has commenced. What is a capital cost is determined in accordance with proper accounting practice.

The EWS1 certificate was developed by the Royal Institution of Chartered Surveyors (RICS) along with UK Finance and the Building Societies Association (BSA). It is not a Government form, nor is it a legal requirement. The initial phase of the Single Building Assessment program is ongoing, which will be followed by the national roll-out.

The SPCB is not the employer of MSPs’ staff.  The SPCB’s responsibility is to fund the provisions of the Reimbursement of Members’ Expenses Scheme, including the Staff Cost Provision, which funds MSPs to employ their staff.  MSPs, as the direct employers of their staff, are responsible for ensuring that they meet their legal obligations as employers and that staff are treated fairly, with dignity and respect.

Notwithstanding this, the SPCB has put in place a wide range of measures to support MSPs to adopt good employment practices, including a training and development programme which includes career management guidance and support; fair, consistent and competitive pay ranges and job families, underpinned by a commitment to ensure that MSPs are able to pay their staff at least at the rate of the Living Wage; support with recruitment and policies that aim to support a positive workplace culture.  The SPCB also provides dedicated HR resources to support MSPs in their capacity as employers. 

The SPCB understands that various parliamentary groups have entered into agreements with trade unions that represent their staff and that some MSPs are applying the principles of the Fair Work Framework.  The SPCB, through the People and Culture Group, will continue to support MSPs to do so.  In particular, the SPCB has committed to a strategic objective to support MSPs to attract, recruit and retain skilled, motivated and engaged staff who are recognised for their contributions and skills and who work in a positive workplace culture.