Chamber and committees

In 2021-22 funding of £91.4k was allocated to NHS Education for Scotland to support the Centre for Workforce Supply. The amount to be allocated in 2022-23 will be clarified at the financial year end.

We intend to deliver enhanced maternity, paternity, and sickness pay rates in Financial Year 2023-24. Other minimum standards will require further analysis before delivery can commence. This analysis will likely continue into Financial Year 2024-25.

The Scottish Government is continuing to take steps towards achieving the World Health Organisation’s targets to eliminate cervical cancer.

83.9% of S4 pupils in 2021/22 completed the two dose schedule for the HPV vaccine in Scotland. From January 2023, a one dose schedule will be introduced for all those eligible in the programme up to their 25th birthday. It is expected this simplified schedule will increase uptake further. One-dose HPV vaccine coverage is currently 91.5% for girls in S4. The Scottish Government will continue to work with Public Health Scotland (PHS) and Health Boards to maintain this.

Data regarding cervical screening uptake in Scotland is due to be published by Public Health Scotland this Spring, and efforts are on-going to improve uptake. We have awarded £456,000 to Jo’s Cervical Cancer Trust to support campaign work on screening benefits. Additionally, in preparation for a potential UK National Screening Committee recommendation, the screening programme continues to lay the groundwork for introducing cervical self-sampling, which has the potential to remove some of the barriers which deter people from attending their screening appointment.

Finally, treatment of cancer, including cervical cancer, has continued to be prioritised throughout the COVID-19 pandemic and the subsequent pressures on NHS Scotland. We are developing a new 10 year cancer strategy which will launch in Spring 2023, and take a comprehensive approach to improving patient pathways from prevention and diagnosis through to treatment and post-treatment care.

The Coalition for Racial Equality and Rights (CRER) was commissioned to identify examples of anti-racist performance objectives with proposed performance measures that could be used by public bodies across Scotland.

To date, seven NHS Board Chairs have been set anti-racist objectives and performance measures in accordance with CRER's commission. Following feedback, these objectives and performance measures are being reviewed, to ensure they fully align with the scrutiny and assurance roles of Board Chairs.

The Scottish Government has engaged directly with representatives from NHS Boards and Health and Social Care Partnerships to develop, deliver and subsequently assess workforce, finance and service plans in 2022-23. Scottish Government guidance on the production of three-year workforce plans, issued in April 2022, set out expressly how and where medium-term workforce planning should make assessments of changing local service demand as part of analysing any local staffing gaps and pressure points, alongside setting out the actions that health boards and health and social care partnerships are taking to address identified issues.

Our Endoscopy and Urology Diagnostic Recovery and Renewal Plan , published on 30 November 2021, is backed by £70m investment and focuses on recovery of services, including Workforce Training and Development.

The National Endoscopy Training Programme (NETP) was established in September 2021 and has recruited staff to deliver endoscopy training to a wide range of learners from different professional backgrounds. This supports the upskilling of practitioners from across Health Boards through a range of courses, including immersion training.

We have also established training programmes for Nurse Endoscopists, Advanced Urology Practitioners and Healthcare Support worker.

The Scottish Government is working in conjunction with NES to support the identification of emerging technologies to assist the gap between service demand and capacity within the health and care system, particularly around staff training to enhance skills. Examples include:

• Online training provision within the Scotland Deanery.
• Train-the-trainer for “simulation” training across a number of specialties and in specific procedures, such as in cystoscopy.
• Virtual reality pilots for communications training in handling stressful situations in pre-hospital emergency care and mental health tribunals.
• Mental health simulation training.
• Virtual reality simulators, including six endoscopy simulators in 6 different health boards, alongside a national introductory course covering cancer diagnosis.
• A national urology simulator and learning programme.

The Scottish Government has worked alongside Higher Education Institutions, NHS Boards, NHS Education Scotland, the Scottish Ambulance Service, and the Scottish Funding Council to agree controlled intakes for nursing, midwifery and paramedic science programmes and those discussions included multi-year intakes. An announcement on the details of the commissioned intakes for these subjects will be made shortly.

Humza Yousaf: ‘Progress has been made with delivery of this commitment, stage one of the design of the portal has been completed and NHS Education Scotland have been commissioned to bring together staff equality networks across NHS Scotland to discuss proposed content, in connection with sharing resources, information and support.’

The Centre for Workforce Supply within NHS Education for Scotland was established in November 2021.