Chamber and committees

Scottish Ministers are focused on ensuring a reliable and resilient ferry service, including six new vessels in service by 2026. We fully recognise the need to support our island businesses and that is why we are offering 100% relief in 2024-25 for hospitality businesses located on islands or in specified remote areas, capped at £110,000 per business.

The package of measures announced on 24 May 2024 also provides a further £5m support across our island communities.

The Scottish Government discussed INTOG at Scottish Offshore Wind Energy Council (SOWEC) meeting on 6 March 2024.

As SOWEC chair, stakeholders were notified of the revised timeline for the updated Sectoral Marine Plan for offshore wind energy (SMP-OWE) which will provide a planning framework for Scotwind and INTOG. Consultation on a draft will commence in Autumn 2024 and a final plan adopted by Spring 2025.

While the updated SMP-OWE is being prepared, developers may continue to submit applications for consent and licensing in the normal way. These will be considered by Ministers on a case-by-case basis in line with the planning, consenting and assessment framework available at the time.

Therefore there will be no delay for any offshore wind project progressing through our licensing and consenting process as a result of the revised timeline.

SOWEC will continue to engage with industry to discuss the key challenges and opportunities related to offshore wind in Scotland including INTOG projects.

The potential impacts, including that of job creation, of the Innovation and Targeted Oil and Gas (“INTOG”) leasing round are currently being assessed through the sectoral marine planning process. The INTOG sites together with the commercial-scale sites leased by Crown Estate Scotland through the ScotWind leasing round will form the spatial basis for the updated Sectoral Marine Plan for Offshore Wind Energy. The planning process includes undertaking a plan-level social and economic impact assessment which will provide an estimate of the positive impacts INTOG developments may have on employment opportunities. The assessment will be made available for public consultation, alongside the draft updated Plan, later this year.

Whilst the Government recognises the value of prevented fatality (VPF) as a methodological approach, it is not currently routinely used in our analysis. With regards to the closure of minor injury units, it is for Health and Social Care Partnerships to plan and provide local services, in line with national policies and frameworks and as informed by best practice.

The Scottish Government has engaged with the industry-led Offshore Energy Skills Passport through the project steering group led by Renewable UK and Offshore Energies UK. This group also includes representation from the Global Wind Organisation (GWO), the Offshore Petroleum Industry Training Organization (OPITO), the Engineering Construction Industry Training Board (ECITB), Trade Unions and a range of other stakeholders. SSE is not a member of the project steering group.

We have welcomed the recent joint statement from Renewable UK and Offshore Energies UK on progress to date and next steps with the Passport and urge industry partners to continue to develop and roll the initiative out at pace.

This is an operational matter for Caledonian Sleeper, the Member may wish to contact Caledonian Sleeper Ltd directly.

We already work with a range of stakeholders to design heat in buildings policies. The Scottish Government has established a number of expert groups including the Green Heat Finance Taskforce, EPC External Reference Group and the Strategic Advisory Group, who provide independent advice on a range of policies.

Recently, we consulted on proposals for legislation to improve energy efficiency and drive the clean heat agenda in the existing built stock – both homes and non-domestic buildings. A number of stakeholder engagement events were held across Scotland for people to learn and give feedback to the consultation proposals. There were c1650 responses to our consultation from various stakeholders and industries which are now being independently analysed.

We also ran a consultation to invite views on proposals for a new Social Housing Net Zero Standard (SHNZS), which will replace the post-2020 Energy Efficiency Standard for Social Housing, or EESSH2. Stakeholders from the social rented sector, who are part of the EESSH2 Review Group, will be asked to help consider the final design of the proposed SHNZS policy, based on the consultation analysis.

In addition, the Strategic Public Engagement Delivery Partnership, which will be developed in 2024, will further strengthen those relationships.

The Scottish Government recognises the need for active measures to improve retention across the health and social care workforce, which is essential to ensure confidence in longer-term modelling of a sustainable future medical workforce to meet future clinical service demand.

One of the 11 ambitions in the Cancer Strategy is for a Sustainable and Skilled Workforce with actions under 5 pillars. There are six actions being taken forward under ‘nurture’ to aid retention of staff.

For example, retiring employees who wish to continue in employment that is suitable to them and the service are supported by the Retire and Return provisions in the NHSScotland Retirement Policy . In addition, the NHSScotland Flexible work location policy and NHSScotland Flexible work pattern policy provide staff with a range of flexible working options to help them to balance their lifestyle whilst maintaining and promoting the best possible service to our patients and service users, supporting retention.

A number of actions are already underway to improve recruitment into clinical and medical oncology. For example, NHS Education for Scotland (NES) are:

• Increasing front-end supply by funding the creation of additional posts in Internal Medicine Training (IMT), which is a pre-requisite for both clinical and medical oncology (42 IMT posts added in 2021 and 22 in 2024).
• Using these IMT posts to increase exposure to oncology during the early years of a doctors career.
• Exploring the feasibility of a regional rotational training post to attract applicants to vacant posts in the North and East of Scotland.
• Providing ongoing support to trainees wishing to enter oncology training through alternative routes.
• Delivering (a) oncology-themed national training days in all regions for IMT and Foundation trainees, and (b) ‘roadshows’ in all regions to promote oncology as a specialism.

In addition, the Training Programme Directors (TPD) for clinical and medical oncology within NES sit on the respective Royal College of Radiologists (RCR) Specialty Advisory Committees (SAC). The SACs then feed into the relevant Specialty Training Board (STB) within NES. The TPD for medical oncology is a member of the Association of Cancer Physicians (ACP). The TPD for both medical and clinical oncology feed back to the RCR with relevant issues arising from the STB. The RCR and ACP both had major involvement in designing and implementing the new oncology curricula, which is now fully embedded.

The Chief Medical Officer met with the Royal College of Radiologists on 14 December 2023 and the Deputy Chief Medical Officer met with them on 16 May 2024.

The Scottish Government has funded the creation of 68 additional training places in clinical radiology since 2014 in line with recommendations made by the Scottish Shape of Training Transition Group (SSoTTG). The number of funded posts in clinical oncology has also increased by 15 over the same period. The SSoTTG is currently undertaking its annual review of medical training establishments and will be submitting recommendations later in the year for expansion taking place in 2025. This annual review will consider the need for expansion in all medical specialties, including clinical radiology and clinical oncology, to ensure that Scotland has a sufficient supply of trained doctors coming through the system to meet anticipated future demand for consultants. Recommendations to expand are informed by medical workforce modelling undertaken by NHS Education for Scotland.