Chamber and committees

I refer the member to the answer to question S3W-39384 on 24 February 2011. All answers to written parliamentary questions are available on the Parliament''s website, the search facility for which can be found at:

http://www.scottish.parliament.uk/Apps2/Business/PQA/Default.aspx.

No. I refer the member to the answer to question S3W-40438 on 18 March 2011. The National Performance Management Committee has an important function to perform in ensuring that NHSScotland has a fit for purpose performance management system in place for its most senior managers.

All answers to written parliamentary questions are available on the Parliament''s website, the search facility for which can be found at:

http://www.scottish.parliament.uk/Apps2/Business/PQA/Default.aspx.

Further to the answer to question S3W-37318, the following table now includes the percentage distribution for both the Executive and Senior Management cohorts across each of the performance ratings for the 2009-10 performance year.

Year	Unacceptable	Incomplete	Fully Acceptable	Superior	Outstanding
2007-08	0.00%	2.33%	79.87%	17.47%	0.33%
2008-09	0.25%	1.88%	80.62%	16.43%	0.82%
2009-10	0.16%	2.13%	82.50%	14.64%	0.57%

 

All answers to written parliamentary questions are available on the Parliament''s website, the search facility for which can be found at:

http://www.scottish.parliament.uk/Apps2/Business/PQA/Default.aspx.

I refer the member to the answer to question S3W-38130 on 13 December 2010 which explained the basis on which the Chair of the National Performance Management Committee is paid. The other members of the committee are not remunerated for their membership of the committee.

All answers to written parliamentary questions are available on the Parliament''s website, the search facility for which can be found at:

http://www.scottish.parliament.uk/Apps2/Business/PQA/Default.aspx.

The number and timing of meetings of the National Performance Management Committee are determined by the business of that Committee and its formal Terms of Reference “ a copy has been placed in SPICe under Bib number 52071. There is no connection between that and the frequency with which any NHS board or other committees or groups might met.

The Scottish Public Sector Pay Policy for 2011-12 sets out the circumstances in which employers may wish to identify flexible working practices that reduce costs while maintaining headcount and services. These should be appropriate to workforce circumstances and need to be agreed between employers and staff representatives.

As part of its 2010 Spending Review, the government made a commitment to achieve savings on the direct costs of external scrutiny over the next four years. These will be delivered through: a reduction in administration and management costs as a result of the reduced set of scrutiny bodies which will be in place from this year; efficiencies required of all public sector organisations; changes to scrutiny activities to make them more proportionate, risk-based and better targeted; and more joint-working, co-ordination and sharing of knowledge between scrutiny bodies.

Both SCSWIS and HIS will contribute to these savings and are taking account of the planned reductions in the development of their inspection plans, business plans for 2011-12 and corporate plans for the next three years. These plans will be published by the new bodies after they are established on 1 April 2011.

It is the responsibility of health boards as employers to ensure compliance with their obligations on all aspects of equality and diversity  and to conduct impact assessments as required

The National Performance Management Committee collates and analyses information in relation to posts and not individuals.

I refer the member to the answer to question S3W-40433 on 16 March 2011. All answers to written parliamentary questions are available on the Parliament''s website, the search facility for which can be found at:

http://www.scottish.parliament.uk/Apps2/Business/PQA/Default.aspx.

Yes, there is a continuing need for the National Performance Management Committee. The specific responsibilities for the committee, as set out in HDL 2006(54) and its formal Terms of Reference “ a copy has been placed in SPICe (Bib. number 52071) - require it to ensure NHSScotland has a fit for purposes performance management process in place, regardless of any link to pay. Six of the committee''s eight specific responsibilities are unrelated to pay.