Chamber and committees

The Scottish Chambers of Commerce has provided a summary of financial estimates setting out that of the £505,000:

(a) £300,000 will be allocated for incentives to firms, and

(b) £99,000 will be allocated for the delivery of careers fairs.

This answer includes responses to PQ references S4W-08724, S4W-08754 and S4W-08755.

The following numbers of Modern Apprenticeships, Work Experience and Student Placements have been appointed in the last three years.

Note: Prior to August 2012 unpaid work experience and unpaid student placements were not differentiated on the Scottish Government HR system.

The following table gives the proportion of the workforce which was made up of young people on 31 March 2012. “Young people” is defined as those staff aged 24 years or younger on 31 March.

Note: Permanent and Fixed-Term employees only.

This table gives the number of staff employed on a permanent basis in Core Scottish Government and Agencies who were aged under 25 years at 31 March of the last five years.

It is not possible to report on the age of agency workers as this information is not held by the Scottish Government HR.

The Scottish Government also employs a number of staff aged under 25 years on other contract types, e.g. fixed-term appointments or modern apprenticeships.

The Scottish Government ia currently in the process of collecting and analysing baseline data on the number of young people in both paid and unpaid work in key public bodies in Scotland. We plan to publish the data later in the year once the analysis and quality assurance of the data is complete.

The following is the original answer (published on 20 August 2012); see below.

This answer includes answers to questions S4W-08724, S4W-08754 and S4W-08755.

The following numbers of modern apprenticeships, work experience and student placements have been appointed in the last three years.

Prior to August 2012 unpaid work experience and unpaid student placements were not differentiated on the Scottish Government HR system.

The following table gives the proportion of the workforce which was made up of young people on 31 March 2012. “Young people” is defined as those staff aged 24 years or younger on 31 March.

Note: Permanent and fixed-term employees only.

This table gives the number of staff employed on a permanent basis in Core Scottish Government and agencies who were aged under 25 years at 31 March of the last five years.

It is not possible to report on the age of agency workers as this information is not held by the Scottish Government HR.

The Scottish Government also employs a number of staff aged under 25 years on other contract types, e.g. fixed-term appointments or modern apprenticeships.

The Scottish Government is currently in the process of collecting and analysing baseline data on the number of young people in both paid and unpaid work in key public bodies in Scotland. We plan to publish the data later in the year once the analysis and quality assurance of the data is complete.

The Scottish Government will work with all non-departmental public bodies to help them develop plans to tackle youth employment.

1. The Scottish Leaders Forum (SLF) brings together chief officers of all public bodies in Scotland to strengthen networks and bring strategic thinking to issues of relevance across public service.

2. The Scottish Leaders Forum Plenary Meeting on 1 and 2 March 2012 was focussed upon the combined areas of Sustainable Economic Growth and Youth Employment. On the particular area of Youth Employment, the Minister for Youth Employment spoke about the various strands of action to address this, now embedded within the Youth Employment Strategy.

3. Workshop sessions were then facilitated by Scottish Government Officials with colleagues from Job Centre Plus and Skills Development Scotland to discuss with participants the practical ways that employers across public service could work together to create further opportunities for young people.

4. In concluding the event, all participants were invited to make a pledge on what they would do personally, in their role as senior leaders in public service, to tackle youth unemployment. Some committed pledges on the day and others were received in response to a follow-up letter from the Permanent Secretary after the event.

5. There was a high level of engagement with this agenda and we have received 81 specific responses from organisations across public service. Within these there are:

30 organisations which commit to offer Modern Apprenticeships (some for the first time)

32 organisations which commit to offer work experience, placements or paid internships

8 organisations which commit to make use of community benefit clauses or influence the supply chain in other ways to create opportunities for young people

2 organisations which commit to substantially increase the proportion of young people in their workforce

Many indications and examples of ways that organisations will use their own communications and influence to reinforce the importance of providing opportunities for young people

Many examples of innovative collaborations and partnerships across organisations to tackle youth unemployment together

A wide variety of other pledges, including using the CPP (community planning partnership) to mobilise an action-focussed and partnership model to tackle youth unemployment, create an action-learning set across SLF members and personally providing mentoring to an unemployed young person.

We want our young people to have as many positive opportunities as possible. Jobs and economic growth are this government’s top priorities and youth employment is one of the most critical.

We have invested over £46 million to benefit over 600,000 young people since CashBack began in 2007 offering young people positive opportunities and investing back into communities. All CashBack activities and projects provide our young people with positive opportunities which develops their skills and confidence that helps them prepare for their future and to reach their full potential. Those are the very attributes that employers look for in a young person.

I am delighted that every year, young people going through CashBack projects find a positive destination whether that’s as a football coach or rugby development officer in our SFA and SRU programmes or into volunteering in YouthScotland and college courses and apprenticeships through our innovative use of CashBack funding in partnership with the private sector with ScottishPower and the Personal Development Partnership.

I have met with key stakeholders including Susan McPhee, Acting Chief Executive of CAS, Yvonne MacDermid, Chief Executive of MAS and Rod Ashley, Chief Executive of Scotwest Credit Union.

I intend to bring together a wider audience, in a roundtable discussion, to consider the merits of a conference on these issues. All relevant stakeholders will be invited, including Civic Scotland and COSLA.

Regulatory powers for pay day loans rest with Her Majesty’s Government and have done so for successive UK Governments.

Further to my letter to UK Minister Norman Lamb regarding greater regulation of Payday Lenders, the UK Government has gained agreement with the industry’s four main trade associations to strengthen industry codes of practice. This includes significant improvements to ensure increased transparency for consumers about the way payday loans work, and effective compliance monitoring.

The Scottish Government believe that increased transparency will highlight that pay day loans can become a very expensive form of lending and allow consumers to make an informed choice. We view the regulation of this type of lending as a very serious issue, and we will do everything in our power to ensure that people in Scotland have access to advice, financial education, and, if appropriate to their circumstances, the option of low cost borrowing from credit unions.

Funding for the provision of smoking cessation services is allocated to NHS health boards. Individual boards are then responsible for design and delivery of high quality services, in line with current evidence and guidance, in order to deliver the agreed targets and outcomes.

Individual treatment plans for all patients, including cancer patients should be formulated to take into account current specific guidance and recommendations in order to ensure greater access to cessation support in acute settings. Training on smoking cessation for frontline workers in the secondary care setting has been developed and is promoted in current guidance.

This approach has recently been set out in the Chief Executive Letter 1 (2012) on the Health Promoting Health Service¹ which was issued on 16 January 2012. This includes a specific action for NHS boards to ensure dedicated specialist smoking cessation support is available within the hospital/acute setting which is integrated with community-based cessation services.

A number of boards run pre-operative assessment clinics during which patients are encouraged to quit smoking prior to any operation. The benefits of stopping smoking are explained and how the NHS can help smokers quit. If patients choose to quit they are referred immediately to specialist NHS smoking cessation services.

Note: CEL 1 (2012) Heath Promoting Health Service: Action in Hospital Settings http://www.sehd.scot.nhs.uk/mels/CEL2012_01.pdf.