Chamber and committees

The safe treatment, health, and wellbeing of all those in custody is a key priority for this Government and it is vital that people who live in our prisons are supported. It is imperative that when problems do occur, individuals receive the necessary treatment, care and respect, in a timely manner.

When anyone arrives in custody, they will have a healthcare consultation with an NHS healthcare professional within 24 hours of arrival, to identify healthcare conditions, other vulnerabilities and medication requirements. Early assessment of health needs is vital and a range of related work is being progressed with partners to improve healthcare in custody and in relation to deaths in custody.

Preventing suicide and supporting people who self-harm are key areas of focus for the Scottish Prison Service in developing its Health and Wellbeing Strategy. We continue to work closely with NHS Boards, SPS and the National Prison Care Network to implement the healthcare recommendations from the Independent Review of Deaths in Custody, as well as the Suicide Prevention Strategy and Mental Health Transition and Recovery Plan.

The Scottish Government is committed to continuing to work with partners across Tayside to support sustainable change, which ensures the safe and effective delivery of mental health services.

It is crucial that, as the workforce responds to additional pressures and challenges, leaders model and promote compassion. People working in health, social care and social work are the most significant asset for creating positive culture change.

Leaders must examine the needs of staff, ensuring their wellbeing is a priority to help them deal with the rapidly changing situation. This is why the Scottish Government has created Leading to Change, a national leadership development programme, which will be focused on growing compassionate and inclusive leaders who role model these values and create an open and welcoming culture that will help to improve recruitment and retention, and supports staff wellbeing.

To complement the wellbeing support available at a local level, we are continuing to provide a range of resources including the National Wellbeing Hub, a 24/7 National Wellbeing Helpline, confidential mental health treatment through the Workforce Specialist Service, Coaching for Wellbeing and funding for additional local psychological support.

We also continue to work with leaders across health, social care and social work, as well as hearing directly from staff, to understand where the current pressures are, and what further actions can be taken to mitigate their impact on staff wellbeing. Our ongoing response will be informed by a new Improving Wellbeing and Workforce Cultures strategy that will be launched in 2023. The Scottish Government is committed to improving the mental health and wellbeing of Scotland’s population and to ensuring everyone receives the best possible care and support from our health and care services. Delivering this can only be achieved with the right workforce capacity and capability. With substantial investment, we have record numbers of staff providing more varied support and services to a larger number of people than ever before.

Individual NHS Boards are responsible for undertaking the local workforce planning required to deliver safe and high quality services with a sustainable workforce. The Scottish Government works continuously with NHS Boards and Health and Social Care Partnerships to improve workforce planning. The report concurs with Scottish Government feedback to NHS Tayside on the content of its 3 year workforce plan, and draws attention to the need for the Board to ensure this links appropriately to the workforce required for mental and learning disability services in Tayside.

We are currently consulting on our strategic approach to workforce planning for mental health and wellbeing, this will contribute to the forthcoming Mental Health and Wellbeing Strategy, which is due to be published in spring 2023.

We will also be working closely with partners to identify short, medium and long term actions for a Mental Health and Wellbeing Workforce Plan, to be published in 2023. The Plan will build on the National Health and Social Care Workforce Strategy, published in March 2022, which sets out a new framework to shape Scotland’s health and social care workforce over the next decade, placing training, wellbeing, job satisfaction, retention and the principles of Fair Work at its heart. It will look at the whole workforce journey and how we can plan for, attract, train, employ and nurture our mental health workforce.

The Scottish Government engaged with a range of industry stakeholders as part of the development of the draft Energy Strategy and Just Transition Plan, including through the Scottish Energy Advisory Board and its Strategic Leadership Groups, as well as engagement with research organisations and independent experts. Officials regularly engage with stakeholders including OEUK, Scottish Renewables, Energy UK and Solar Energy Scotland, and that engagement has informed the development of the draft Energy Strategy and Just Transition Plan. We will continue to engage with industry experts and wider stakeholders, and encourage the broadest possible range of responses to the consultation on the draft Energy Strategy and Just Transition Plan.

I have asked Teresa Medhurst, Chief Executive of the Scottish Prison Service (SPS), to respond. Her response is as follows:

The following table provides the total number of drug tests conducted in each financial year, along with the results.

The total cost for this campaign, which was active from 4 January 2023 and is currently scheduled to end on 19 January 2023, was £226,952.

The extremely stretching statutory emissions targets framework, set in the Climate Change (Scotland) Act 2009 (“the 2009 Act”) by the Scottish Parliament, places specific duties on Scottish Ministers in the case that emissions reduction targets are missed. In particular, a missed emissions target triggers a duty on Ministers to bring forward – as soon as reasonably practicable after such a target outcome has been reported - additional policies and proposals to compensate in future years for the excess emissions arising from the missed target.

Under section 36 of the 2009 Act, a statutory catch-up report in relation to the 2019 annual emissions target was laid in Parliament in October 2021 (supplementing the ambitious and transformational commitments in the updated Climate Change Plan, finalised in March 2021)which included measures to make up for the shortfall from the previously missed 2017 and 2018 annual targets.

This approach ensures that the total amount of Scottish emissions over the lifetime of the targets in the Act will remain no greater than would have been the case if all of the annual targets had been exactly met.

The reforms of the Small Business Bonus Scheme (SBBS) relief announced in the Scottish Budget ensure that it remains the most generous in the UK, and will continue to take 100,000 properties out of rates altogether.

We are expanding the upper eligibility threshold for the Small Business Bonus Scheme to £20,000 and making the relief more progressive by introducing a taper. To ensure that properties that lose some or all of their eligibility for SBBS or Rural rates relief do so in a phased manner we are also offering a Small Business Transitional Relief which will protect an estimated 19,000 properties in 2023-24.

Forecasted costs of SBBS over the next five years, including changes to SBBS thresholds and rates, can be found in the Scottish Fiscal Commission Scotland’s Economic and Fiscal Forecasts – December 2022 .

The information on how many additional Child and Adolescent Mental Health Services (CAMHS) staff has been recruited by the Scottish Government in each year since 2007 is not centrally held.

The information on CAMHS workforce staff in post can be found in the following link: CAMHS | Turas Data Intelligence (nhs.scot)

The Employee Turnover tab gives the number of joiners and leavers from year ending March 2012 to March 2022. Data for preceding years are not available.

Joiners are employees who are in post as at 31 March of a particular year and were not in post at 31 March of the previous year.

Leavers are employees who were in post as at 31 March of the previous year and not in post at 31 March year of the present year.

To date, the NHSScotland ‘Once for Scotland’ Workforce Policies Programme has refreshed the following PIN policies and process:

• Attendance
• Bullying and Harassment
• Capability
• Conduct
• Grievance
• Workforce Policies Investigation Process

In addition, the NHSScotland Whistleblowing Policy that includes the National Whistleblowing Standards was published in April 2021.

Following a pause due to the pandemic, the ‘Once for Scotland’ Workforce Policies programme of work formally restarted in June 2022. The review of the suite of Supporting the Work-Life Balance Policies that include flexible working arrangements and the Homeworking Policy (now known as the NHSScotland Flexible Work Location Policy) is currently at an advanced stage.

The programme policy development schedule is reviewed at each stage to enable response to service pressures and prioritised policy needs. Requests for new policies are considered by the ‘Once for Scotland’ Workforce Policies Programme Board.

I refer the member to the answer to question S6W-13517 on 24 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