Chamber and committees

Waiting times for treatment in the NHS can reduce patients’ ability to participate in the labour market, leading to loss of income from work and may reduce productivity of those in work.

No – the overall spending on private healthcare represents less than 0.5% of the NHS boards baseline resource budget.

The increase in the use of private healthcare relate mainly to two boards who are currently experiencing capacity issues - NHS Grampian and Lothian. In relation to NHS Lothian they are now dealing with the challenge that the ERI was planned with capacity that 20% lower than required to meet today’s needs. That is why they are currently making significant use of the private healthcare sector at a cost of £12 million until they increase sufficient local capacity and staff resources in their hospitals.

Grampian have recently agreed a £16 million investment programme that will increase capacity by building new theatres and employing more doctors, nurses and support staff. This additional local capacity will be available in 2014 – this will significant reduce their need of the private healthcare sector from 2014-15.

The Scottish Government policy is clear that boards should only use the private healthcare sector to address short-term capacity issues.

NHS boards are responsible for the organisation and planning of services to meet the needs of their resident population. Consequently it is for boards to decide the bed capacity needs to deliver services within the waiting time guarantee and standards.

As the Member will be aware, we announced on 8 May 2013, the development of a new capacity and performance planning tool to support boards. The tool is being developed to ensure that hospitals and communities have the right beds in place to treat patients as Scotland’s health service facing the challenges of an ageing population.

The bed planning tool is in the initial stages of development. It will be developed in consultation with clinical professionals from across NHSScotland to instil and ensure a consistent approach. This new tool will be used alongside the established workforce planning tool which have been made mandatory that all NHS boards use.

The National Confidential Alert Line provides an additional level of support to NHSScotland employees should they feel unable to report cases of patient safety or malpractice directly to their board, or, if they feel they have exhausted procedures in place.

As part of its contract the Alert Line is required to provide tailored advice to the caller and, dependent on the nature of the call and in agreement with the caller, report valid whistleblowing concerns to the relevant Health board or, where appropriate, to the relevant regulator. All cases referred by the Alert Line will be dealt with in line with established procedure.

Following the end of its one year contract, the Alert Line service will be independently evaluated. This will include, where possible, feedback from users and information on actions taken.

This is an issue between individual NHS boards and their employees.

NHSScotland does not have any policies which would prevent, or condone the prevention of staff from raising valid concerns about patient safety and quality. Quite the opposite, each Health board has a robust “Implementing & Reviewing Whistleblowing Arrangements in NHS Scotland” PIN policy in place.

These policies encourage staff to raise concerns and any clause which sought to prevent an individual from raising a protected whistleblowing disclosure would be illegal and therefore unenforceable.

On the basis of IPTR monitoring information received from NHS boards for the period 1 April 2011 to 31 March 2012, NHS Greater Glasgow and Clyde received 14 IPTRs for cetuximab during this timeframe of which eight were approved.

The NHSScotland staff surveys in 2006, 2008 and 2010 sought staff’s opinions on bullying and harassment in NHSScotland. The 2013 survey, which is currently underway and will run until 5 July 2013, will also address this issue.

The Scottish Government is clear that bullying and harassment is unacceptable. We are continually reviewing our strategies to help boards to deal with it. Since 2007 much has been done across NHSScotland to tackle bullying and harassment in the workplace and to promote expected standards of behaviours. This includes:

Development of the Dignity at work Toolkit;

Review of the Preventing and Dealing with Bullying and Harassment in NHSScotland Partnership Information Network (PIN) policy;

A Dignity at Work Day of Commitment and re-launch of the Dignity at Work Toolkit and guidance, and up to £200,000 available to health boards to further expand the Dignity at Work Toolkit and regular national staff surveys.

The Scottish Government invited all Scottish health boards to submit proposals for activity relating to dignity at work and cultural issues.

We are currently in the process of assessing bids and funding will be allocated shortly.

The latest NHSScotland staff survey launched on 27 May 2013 and will run until 5 July 2013. This survey aims to gather comprehensive views from staff about working for NHSScotland, including views on bullying and harassment.

The results of this survey will be available later this year.

This is an issue between individual NHS boards and their employees.

Under the Public Interest Disclosure Act 1998, any clause which sought to prevent an individual from raising a protected whistleblowing disclosure would be illegal and therefore unenforceable.