Chamber and committees

A large proportion of Scottish Public Sector organisations benefit from buying their Gas, Electricity and Liquid Fuels through National Framework Agreements.

Scottish Procurement has a purchasing strategy that is overseen by a Risk Management Committee, with members from each of our main public sectors. This strategy enables gas and electricity to be purchased through our frameworks, up to 2½ years in advance of consumption. This purchasing strategy protects the public sector from the volatility of energy markets by purchasing energy over a long period to smooth out the highs and lows of pricing.

The wholesale cost of electricity has been fixed for 2022-2023, and public sector organisations will be paying 8.043 p/kWh, which is an increase from 4.9582 p/kWh in 2021-2022. As an illustration, if we were able to secure a fixed price for electricity today on the wholesale market for 2022-2023 it would be circa 33.9p/kWh, quadruple the price public sector organisations are paying under the Scottish Government agreement.

The wholesale cost of gas has been fixed for 2022-2023, and public sector organisations will be paying 5.2618 p/kWh, which is an increase from 1.5446 p/kWh in 2021-2022. As with electricity, if we were able to secure a fixed price for gas today on the wholesale market for 2022-2023 it would be circa 11 p/kWh, double the price public sector organisations are paying under the Scottish Government agreement.

Compared to 2021-22 framework rates, the projected increases for financial year 2022-2023 will be around 197% for Gas and 27.5% for Electricity (wholesale and pass though costs combined).

Whilst energy prices have increased, the financial impact on the public sector finances will depend on each organisation’s energy consumption.

For Liquid Fuels, while the delivery cost is fixed, the cost of the liquid fuels paid by the customer is based on the Platts Index, and is set on a weekly basis.

We have written to the UK Govt to urge them to tackle energy prices

I refer the member to the answer to question S6W-07711 on 19 April 2022. 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.

The number of nursing and midwifery staff by location of service delivery is published by NHS Education for Scotland at: https://turasdata.nes.nhs.scot/data-and-reports/official-workforce-statistics/all-official-statistics-publications/01-march-2022-workforce/dashboards/nhsscotland-workforce/?pageid=6429

The following table shows the number of nursing and midwifery staff by location of service delivery as at 31 December 2021.

The Scottish Government is committed to accepting the majority of recommendations in the Dame Elish Angiolini review, many as specifically set out, but with scope to explore options where other routes or mechanisms may achieve the desired outcome. We will consult on recommendations which will, or are likely to, require legislation this year including that there should be a statutory duty of candour.

‎ As published in the most recent thematic progress report in December 2021, initial discussions with operational partners and staff associations have taken place on this recommendation ahead of the full public consultation. We will continue to engage with stakeholders throughout the consultation period and will provide updates through the thematic progress report, with the next due to be published in June 2022.

We are working to deliver our Energy Strategy and Just Transition Plan (ESJTP) in the context of a fast-moving energy landscape, and will publish a draft ESJTP in autumn 2022. As our first Just Transition Plan, the ESJTP will set out what is needed to deliver a just transition for the sector, in line with the Scottish Government’s approach to just transition. This includes work to support retention and creation of access to green, fair and high-value work, as well as ensuring access to required skills and retraining opportunities. As part of this, we will identify the opportunities and risks of the transition, including those associated with transitioning jobs.

Throughout this, we remain committed to ensuring green jobs are good, green jobs, drawing on fair work principles, complying with high workplace standards and paying fair wages. That is true across the economy, but especially important in sectors vital for reaching net zero, such as the energy sector where much public investment is targeted.

In calculating the impact of our Deposit Return Scheme (DRS) on local authorities, the economic model in the final Business and Regulatory Impact Assessment (BRIA) uses compositional data on the tonnage (‘dirty’ weights) that Local Authorities actually manage, both recycled and in the residual waste stream, rather than the number of containers placed on the market. This aligns with the (weight-related) costs local authorities actually incur.

Hence the benefit to local authorities set out in table 3 of the amended final BRIA does not change in the sensitivity analysis presented in Annex F. The amended final BRIA can be reviewed here: A Deposit Return Scheme for Scotland: Final Business and Regulatory Impact Assessment (BRIA) (www.gov.scot) .

Energy Saving Trust operates the suite of energy advice services for home owners, SMEs and community groups on behalf of the Scottish Government.

To deliver this across Scotland the services are delivered by advice centre contractors through 5 regional advice centres and a centralised team covering out of hours. Each advice centre delivers the services to a consistent set of standards which are required by Energy Saving trust in the contract they have with the advice centre contractors.

The quality and consistency of advice provided by the programmes is directly monitored by EST. This monitoring includes the quality and relevancy of advice provided by an advisor, who are tasked with asking questions to understand each customer, their circumstances, their home/premises and their energy behaviours. This is so they can ensure advice topics they discuss are relevant and useful for each individual customer. Advisors use the same EST approved resource documents and facts and figures to ensure each topic they advise on is consistent.

The Scottish Government has regular contact to ensure EST are meeting pre-agreed targets and maintaining the high standard of the advice that is expected of these services.

The economic model underpinning the figures in the amended final Business and Regulatory Impact Assessment takes account of a number of factors and costs and benefits do not necessarily increase in proportion to the change in input.

The modelled cost increase reflects the likelihood that there will be additional capacity within the system for return points to handle additional containers and the possibility of an increase in the frequency of collection rather than requiring additional reverse vending machines (RVMs). This would lead to additional running costs and staff time but not costs for additional RVMs. The scheme administrator is responsible for setting a suitable logistics schedule with retailers at an agreed frequency for the collection of materials, aligned with the capacity of the RVM and individual store requirements.

The Scottish Government has made a commitment to reduce the disability employment gap – the difference between the employment rates of disabled people and non-disabled people - by at least half, by 2038. We set out this ambition as part of our wider disability employment strategy, “ A Fairer Scotland for Disabled People: Employment Action Plan ”. To halve the disability employment gap by 2038 will require around a 1 percentage point reduction in the gap every year.

Table 1 shows the disability employment gap for January 2016 – December 2016 to January 2021 – December 2021, sourced from the Annual Population Survey.

In 2016, our baseline year, the disability employment gap was estimated to be 37.4 percentage points. It is estimated to have reduced by 6.3 percentage points over the five years between 2016 and 2021, to 31.0 percentage points in 2021 – which is, on average, more than a 1 percentage point reduction each year. Based on performance and the labour market context to date, this suggests that we are on track to achieve our ambition to halve the gap by 2038. The reduction in the disability employment gap over this period was due to a larger rise in the employment rate of disabled people relative to the increase in the employment rate of non-disabled people.

Table 1: Disability Employment Gap, 2016 – 2021, Scotland

As set out in our Programme for Government, we will be setting out full details of our Seafood Trade Strategy this year.

Following on from the launch of the Blue Economy Vision in March, the strategy will set out actions to revitalise the sector consistent with a sustainable and natural capital approach, to ensure remote and rural communities benefit from activity to support growth.