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The Sea Eagle Management Scheme is not an agricultural financial support scheme. It has historically been provided by NatureScot (formerly Scottish Natural Heritage) to provide practical support which includes advice, loan of scaring equipment and research for livestock farmers and crofters who suffer impacts across the sea eagle breeding range.

One of the objectives of the current White-tailed Eagle Action Plan is to consider whether support of farm and croft management relating to sea eagles should be included in future agri-environment programmes. This will help to develop the right conditions for the sustainable co-existence between sea eagles and sheep farming in ways which benefit the biodiversity, economic and social interests of Scotland.

The Sea Eagle Management Scheme is not a compensation scheme and therefore does not require verification of predation. It is not possible to retrieve all carcasses in suspected predation incidents as sea eagles generally take prey back to their nests. The aim is to support farmers and crofters to manage livestock in the presence of sea eagles and to minimise the risks of possible predation through that management. Applications to the scheme are accepted only where there is known sea eagle activity and after discussions between expert contractors and the applicant to assess the level of sea eagle activity and possible impacts.

Currently 63% of teachers have had 1 dose of the vaccine. How reflective of the wider workforce the teacher figures will be will depend on the difference in age profile and underlying health conditions between these populations. Those working in the Early Learning Care sector tend to be younger so their vaccination rates would be expected to be lower at the moment. Statistics were published on 2 June 2021 at https://beta.isdscotland.org/find-publications-and-data/population-health/covid-19/covid-19-statistical-report/

The information requested is not held centrally by the Scottish Government. On 30 May 2021, Police Scotland published an article on 'assaults on police linked to coronavirus', which may provide the information requested. A link to this article is as follows: https://www.scotland.police.uk/what-s-happening/news/2021/may/over-1-000-assaults-on-police-linked-to-coronavirus-1/

It is unacceptable that Scotland’s police officers and staff should be attacked or abused while going about their daily duty and we fully support the actions that Police Scotland and the Chief Constable are taking to protect police officers and staff from assaults and their impact.

Scotland’s justice system has extensive powers to deal with perpetrators, through statutes such as the Emergency Services (Scotland) Act 2005 and section 90 of the Police and Fire Reform (Scotland) Act 2012. For more serious attacks, the Crown may prosecute cases under common law offences such as assault, with potential penalties of up to life imprisonment.

Sentencing decisions are for the independent courts in each case based on the circumstances before them. Courts can already impose electronic monitoring for a range of offences where they deem it appropriate. Sentences such as a Restriction of Liberty Order include an electronically monitored curfew and can include exclusion zones around an address which can also be monitored electronically.

Electronic monitoring can also be a feature of post-release sentence management as a condition of licence. The Parole Board have the ability to recommend licence conditions which can include being electronically monitored at or away from a particular location.

The Scottish Government launched the Social Care Staff Support Fund on 25 June 2020 to ensure that social care workers receive their expected income should they be off ill or self-isolating due to coronavirus.

Following detailed review of the financial position, £1.7 billion of additional funding was provided in 2020-21 to support the Health and Social Care Sector in the response to the pandemic.

A total of £561 million was allocated to Integration Authorities for 2020-21, including funding for sustainability payments, in addition to wider social care support, for example for reducing delayed discharges, for loss of income and for other staff costs.

Staffing costs claimed through sustainability payments encompass the Social Care Staff Support Fund, the staff movement policy and other additional staffing arrangements therefore, we do not have data broken down to the level asked for. The guidance for the financial support for social care providers recommends a light touch approach to gathering evidence, recognising the administrative burden of claiming additional costs on both commissioners and providers alike, whilst they respond to the pandemic.

All of these additional costs are recorded through the Local Mobilisation Plans and form an audit record of how funds have been spent.

There is a robust process in place to ensure that public funds are spent appropriately, this consists of a requirement to ensure clear audit trails are in place to record how funding has been spent. Local Authority and Health and Social Care Partnerships will also have their own internal and governance processes in place and Section 95 officers must adhere to their duties in relation to accounting for public funds. This includes ensuring that payments for additional costs are made in line with the guidance.

Feedback from stakeholders confirms that the Social Care Staff Support Fund has been - and continues to be – utilised to prevent financial hardship for eligible social care workers.

The PPE Hubs provide top up and emergency PPE to social care providers across Scotland if their existing supply routes fail. Those eligible to access the Hubs include staff in care homes, care home visitors, care at home providers, unpaid carers, personal assistants, day services, sheltered housing services, supported housing and housing support, children’s homes and hospices across all sectors (public, voluntary and private).

Work is currently being taken forward with Health and Social Care Partnerships and representatives from the adult social care sector to examine whether providers would benefit from expanding the eligibility criteria further and what impact this might have on the broader operation of the Hubs and for PPE support to the sector as a whole.

Skills Development Scotland does not report apprenticeship starts by parliamentary constituency or region, but by Local Authority. Published apprenticeship starts from 2019 in the local authorities within the Central Scotland Parliamentary Region are:

The Scottish Government, Universities Scotland, College Development Network and Colleges Scotland are clear that there is no place for any form of hatred or prejudice, including antisemitism, in further and higher education.

Universities, as autonomous institutions, are aware of the IHRA definition of antisemitism. Many are actively and presently consulting within their diverse communities and stakeholder interests on the definition, with three (University of Glasgow, University of Edinburgh and Abertay University) having adopted it to date. Universities UK is working with the Union of Jewish Students to raise awareness and understanding of antisemitism and to share best practice in tackling and eliminating it.

Universities and colleges are also addressing antisemitism through their ongoing engagement with the Scottish Funding Council to address discrimination and harassment on the grounds of race.

The SFC, in response to the recommendations of the EHRC report, Universities Challenged, published in October 2019, has developed resources to support challenging conversations on all aspects of racial discrimination, including antisemitism. These were developed with input of staff and students and were launched on 16 March 2021.

The percentages quoted have been calculated using statistics published on the number of job outcomes, broken down by local authority area. These do not provide an accurate reflection of performance as they include participants who have not had time to reach outcomes.

Pre-employment support on Fair Start Scotland ordinarily lasts 12 months (it can last up to 18 months), and job outcomes will increase as more participants move through the service into, and sustain work over time. Job outcome rates can only be reported for those cohorts where enough time has passed in pre-employment support (12 months) and also for job outcomes to be achieved (6 months for the figures quoted).

The figures have also been calculated based on the number of referrals to the service. It is worth noting that Fair Start Scotland is completely voluntary, and not everyone who is referred will choose to participate.

As part of our continuous improvement activities and in line with our “test and learn” approach to employability support in Scotland, we continue to work with Providers to improve all aspects of the service.

Our key priority remains ensuring participants receive a quality service in their journey to finding and sustaining fair work, and we continue to work closely with local government, the third sector and other partners to ensure the right employment opportunities are sourced for participants.