Chamber and committees

I refer the member to the answer given to question S1W-32073 on 5 December 2002. 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/webapp/search_wa.

Local authorities and their partners in the NHS are developing databases of people with learning disabilities, including those with sensory impairments. Inclusion on existing, separate, blind and partially sighted registers is voluntary and a Scottish Executive working group is developing mechanisms for improved take-up. These steps, when taken together, should identify needs and improve access to appropriate services.

Individuals with a learning disability being discharged from long-stay hospitals should have a comprehensive multi-agency assessment of all their care needs. This includes their individual health needs, and should cover their eye health and vision needs.

The first year of the new senior civil service pay system, introduced on 1 April 2002, allowed for awards of between 0% to 10%. The average increase for the senior civil service in the Scottish Executive for 2002-03 was 6.2%. The average increase for the Scottish Executive Main Bargaining Unit in respect of this same period was 7.3%. Under the previous senior civil service pay system, the average increase for 2001-02 was 4.6%. For Scottish Executive Main Bargaining Unit for the same period the average increase was 5.3%. These average increases do not reflect bonuses as bonuses are not part of salary.The pay increases in 2001-02 and 2002-03 for staff in the Scottish Executive Main Bargaining Unit are performance related and were made under an agreed three-year settlement covering the period, 1 August 2000 to 31 July 2003. The pay settlement was tied to the introduction of a modern performance management system designed to ensure the delivery of key business objectives. A new performance management system for the senior civil service was also introduced in 2002. For that year, and as with previous years, the increase for the senior civil service was based on the recommendations of the Senior Salaries Review Body. Neither system provides for automatic annual increments.

The average bonus in respect of the top tranche was £3,000 and for the 33% of the middle tranche was £2,000. Bonuses do not apply to the bottom tranche.No cost of living increase applies, all pay awards are performance related and bonuses are paid in addition. There are no other salary premiums.

The performance management system operating within the senior civil service, throughout the Home Civil Service, is based on the achievement of agreed objectives for each member of the senior civil service. The process takes account of continuous improvement and delivery of results and is based on relative performance where each individual is compared across their respective pay band.

The pay band structure consists of three bands, but provided for a fourth to be used if departments perceived a need. The Scottish Executive decided to use all four bands as a way of providing more flexibility.The non-consolidated bonus pot was predetermined for all departments, although there was some flexibility on how it would be distributed. The Scottish Executive decided to award £3,000 or 3% of salary, whichever was the higher, to top-tranche performers and £2,000 or 3% of salary, whichever was the higher, to around 33% of the middle-tranche performers.

I met with the Expert Support Team on Friday 29 November. I asked them to complete their report and make a presentation to Argyll and Clyde NHS Board within the next few days. I will make an announcement soon thereafter.

I apologise for the delay in dealing with your letter of 1 July 2002, a reply has now been issued. We can find no trace in the office of a letter dated 18 September 2002.

Partnership in Practice Agreements and supplementary information for most local authorities is now available on the learning disability review website, along with the Executive's feedback to every area. Some local authorities have not yet provided electronic versions of their Partnership in Practice Agreements, but they will be published on the website as soon as they are available.