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The Scottish Government is providing a range of recruitment support, as well as training and development activity to assist Health Boards with securing the right mix of new and experienced staff for their NTCs.

Detailed plans relating to the size and composition of the workforce for each NTC site has been or will be developed by the relevant territorial NHS Board and submitted to the Scottish Government as part of the wider planning and approval process for the site in operation.

The information on how many Child and Adolescent Mental Health Services (CAMHS) staff there have been in each year since 2007 can be found: CAMHS | Turas Data Intelligence (nhs.scot)

The staff in post tab provides quarterly data for CAMHS workforce.

As part of Leading to Change, the National Leadership Development Programme, we have been running a series of engagement events for the health, social work and social care sectors to promote compassionate and inclusive leadership at all levels and create an open and welcoming culture that will enable people to thrive.

Details of the events can be found here: Events | Leading to Change | Leadership Development | NHS Scotland

An update on the National Workforce Strategy for Health and Social Care will be published later this year.

The Scottish Government has engaged directly with representatives from NHS Boards and Health and Social Care Partnerships (HSCPs) to consider workforce planning capacity and capability across services. We remain committed to building a culture of continuous learning and improvement in workforce planning, including through the guidance we developed to support the development of health board and HSCP three-year workforce plans. We have been exploring, with stakeholders, formal qualification and accreditation opportunities, we continue to take forward these discussions with partners in further and higher education, alongside the provision of in-house training.

This answer is not centrally held, however, the SSSC advises that although the National Induction Framework resource is presented as open access (in order to ensure maximum accessibility), and therefore analytics are anonymous, they can advise that the number of visits to the site is 10,852 with total interactions (including visits) standing at over 30,300.

Although visits to the site are not individually identifiable, since the launch of the framework in February 2022, there have been 3,100 interactions through TURAS, the NES/Health platform.

More information can be found here:

https://sssclrs.uk/dashboards/6239f16c3f75d206d3162a42/6239f19d3f75d206d3162a72/NIF---Analytics

A mobile-friendly IPC practice support app has been developed by the Scottish Social Services Council (SSSC) and NHS Education Scotland (NES), and supported from within their existing funding streams. Neither body has requested funding from Scottish Government in relation to the delivery of this tool.

No One Left behind and Fair Start Scotland are integral parts of the employability support landscape in Scotland and aim to support individuals, including veterans and their partners, to overcome barriers through person-centred tailored support, enabling them to access and sustain fair employment.

No One Left Behind supports those transitioning out of military service, to deliver local place based approach to facilitate easier alignment of employability support with existing local level support services including housing, health, justice and advice services to ensure that individuals can access the holistic packages of support that they need to move towards, into and to sustain employment.

Fair Start Scotland, our national employment support service, offers 12 to 18 months of tailored, person-centred pre-employment support, along with up to 12 months of in-work support available for individuals and their employers. Support includes access to workshops and guidance utilising the transferrable skills that people leave military services with.

In addition, The Veterans Employability Strategic Group brings together members from the UK and Scottish Government, agencies, Local Authority employability representatives, third sector organisations supporting veterans and employers with a specific aim to work together to enable smoother transition for those leaving military service and settling in Scotland. The need to ensure smoother transitions has been a focus of successive Scottish Veterans Commissioners and thus a priority for the Scottish Government and its agencies.

Greater partnership working between UK , Scottish and regional local partners has led to greater collaboration. For example, Skills Development Scotland (SDS) works closely with colleagues in the Career Transition Partnership (CTP) who are the Ministry of Defence’s official resettlement provider and are responsible for delivering the career and employment support as part of the transition from military service.

They have a memorandum of understanding with the Ministry of Defence, and CTP colleagues are aware of SDS as a referral route for clients requiring impartial career guidance. SDS Veterans leads have also delivered sessions to SDS colleagues and armed forces champions that inform colleagues of the CTP offer and the support available to service leavers from CTP for up to 2 years post discharge.

Scottish Water does not maintain information by parliamentary region and is only able to provide information for the closest equivalent operational area (South Region Water Operational Area). There were 488 reports in December 2022 in this large geographical region compared to 256 reports in December 2021. This would include both leaks reported by customers as well as those identified separately by Scottish Water as part of their active leakage management.

In December 2022, Scottish Water experienced a significant increase in the number of burst water pipes as a result of a freeze and rapid thaw, and Scottish Water operatives worked tirelessly in freezing conditions during this time to respond to the issues which occurred on the water network. During this period Scottish Water also saw an increase in bursts on customer private supply pipes and internal plumbing, which had a significant impact.

Scottish Water has an annual campaign to raise awareness about how important it is for customers to protect their pipes by taking appropriate measures. More information about this is available on their website at Winter Wrapped Up - Scottish Water and Protect your Pipes - Scottish Water .

South Region Water Operational Area includes: Dumfries & Galloway, Scottish Borders, East Lothian, Midlothian, City of Edinburgh, West Lothian, South Lanarkshire and North Lanarkshire.

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.