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The NACCP last met in May 2021. As set out in the Implementation Plan for the Framework the NACCP has been replaced by the Pain Management Task force.

No One Left behind and Fair Start Scotland are integral parts of the employability support landscape in Scotland and aim to support individuals, including veterans and their partners, to overcome barriers through person-centred tailored support, enabling them to access and sustain fair employment.

No One Left Behind supports those transitioning out of military service, to deliver local place based approach to facilitate easier alignment of employability support with existing local level support services including housing, health, justice and advice services to ensure that individuals can access the holistic packages of support that they need to move towards, into and to sustain employment.

Fair Start Scotland, our national employment support service, offers 12 to 18 months of tailored, person-centred pre-employment support, along with up to 12 months of in-work support available for individuals and their employers. Support includes access to workshops and guidance utilising the transferrable skills that people leave military services with.

In addition, The Veterans Employability Strategic Group brings together members from the UK and Scottish Government, agencies, Local Authority employability representatives, third sector organisations supporting veterans and employers with a specific aim to work together to enable smoother transition for those leaving military service and settling in Scotland. The need to ensure smoother transitions has been a focus of successive Scottish Veterans Commissioners and thus a priority for the Scottish Government and its agencies.

Greater partnership working between UK , Scottish and regional local partners has led to greater collaboration. For example, Skills Development Scotland (SDS) works closely with colleagues in the Career Transition Partnership (CTP) who are the Ministry of Defence’s official resettlement provider and are responsible for delivering the career and employment support as part of the transition from military service.

They have a memorandum of understanding with the Ministry of Defence, and CTP colleagues are aware of SDS as a referral route for clients requiring impartial career guidance. SDS Veterans leads have also delivered sessions to SDS colleagues and armed forces champions that inform colleagues of the CTP offer and the support available to service leavers from CTP for up to 2 years post discharge.

Skills Development Scotland(SDS), the Scottish Government’s Skills agency, works closely with the Career Transition Partnership who have responsibility for delivering the career and employment support as part of the transition for those leaving military service.

SDS have delivered sessions on My World of Work (MyWOW) and all SDS advisers are aware of the wide range of training and education options available at all levels across Scotland. A dedicated page on the SDS MyWOW website acts as a signpost for a range of advice and support. This has also been included as part of SDS’ presentations to serving military as part of the personal resilience days.

In addition and to assist service leavers and veterans in understanding their transferable skills and to help plan their future learning journey, the Scottish Government has funded the Scottish Credit and Qualifications Framework (SCQF) to develop a Discovery Tool to help them align their skills and qualifications gained in service with comparable Scottish level qualifications. This is available through the SCQF or SDS MyWOW websites.

Work on developing the tool further to link to the college and universities sectors continues. The MOD's Enhanced Learning Credits (ELCAS) Scheme promotes lifelong learning amongst members of the Armed Forces, the scheme enables higher level learning of a nationally recognised qualification with an approved Learning Provider. We continue to work to improve the ELCAS offering and are making progress in understanding the institutional issues.

The Scottish Funding Council (SFC) continue to facilitate work with the Armed Forces and Veterans Community Group (AFVCG) and the Ministry of Defence’s Training, Educations, Skills, Resettlement and Recruitment (TESRR) and Careers Transition Partnership (CTP) with a proposal to have dedicated educational opportunities briefing sessions at CTP online workshops being approved. In Academic Year 2021-22 three online sessions were delivered and one face to face session. For Academic Year 2022-23 three CTP online sessions and two face to face sessions have been arranged.

The SFC on behalf of the Scottish Government have a dedicated web page with information and advice for people leaving military service. The web page is regularly reviewed and maintained, with updates when necessary. SFC Communications Teams uses social media channels to promote events linked to and relevant for veterans, service leavers, the armed forces and their families.

The Centre for Military Research, Education and Public Engagement (CMREPE) based at Edinburgh Napier University, has a focus for ‘developing a strong network of significant partnerships to enhance opportunities for military personnel active, transitioning and veterans in education and research activity.

In 2021 we increased the Scottish Veterans Fund to £500,000 per annum to provide greater support to veterans and their families. This year, 25 projects are supported by the Fund. This includes projects helping to combat social isolation, for example a programme of away days for veterans in and around the Huntly area from Networks of Wellbeing; and the establishment of a Cafe hub in Falkirk which offers support to veterans and their families by FirstLight Trust.

Our strategy ‘A Connected Scotland’ recognises that those in transitional phases, like veterans leaving the armed forces, can be more at risk of social isolation and loneliness. Our forthcoming social isolation and loneliness plan will set out our intent to engage with veterans organisations and use data and outcomes to understand how we can better support the armed forces community to strengthen social connections.

The most recent iteration of the Scottish Household Survey included the 2022 Census question on former service in the Armed Forces which, when combined with the Scottish Household Survey’s questions on loneliness and isolation, will improve considerably our understanding of social isolation across the veterans community. This will, in turn, help inform future policy and services.

The Scottish Government is committed to ensuring that all veterans living in Scotland are able to access the best possible mental health care and support.

Scottish veterans are able to access support from the two veteran-specific mental health and wellbeing providers, Combat Stress and Veterans First Point (V1P). This year we awarded £658,000 to V1P and £1,424,090 to Combat Stress to continue to provide mental health support to veterans.

Additionally, the Scottish Government has worked in partnership with See Me , providing £50,000 to tackle stigma and promote the importance of veterans seeking help for mental health issues.

The Veterans Mental Health & Wellbeing Action Plan was published in December 2021 and the Veterans Mental Health Implementation Board has now been established to take forward the actions to improve access to mental health services for veterans.

In my statement to parliament in November last year I stated I had recently launched Leading to Change, the Scottish Government’s national leadership development programme, for health, social work and social care. More information can be found on the website: Leading to Change | Leadership Development | NHS Scotland

a) The budget for Leading to Change is £978,000 for year 2022-23.

b) We have conducted user research to ascertain the programme’s reach and to ensure it fully meets the user needs. As of 9 January the following data applies:

• Website ; 7,774 users, 30,731 page views - 3rd October 2022 (launch) to 9th January 2023 (18:00);
• 1983 people signed up to distribution list - 3rd October 2022 (launch) to 9th January 2023 (18:00);
• 10,238 registered users on the Leading to Change app - 3rd October 2022 (launch) to 9th January 2023
• Twitter 5,569 followers as at 9th January 2023 (accounts were @ProjectLiftScot pre 3rd October 2022)
• 964 colleagues attended 11 events - 3rd October 2022 (launch) to 9th January 2023
• 107 colleagues on longer term leadership development programmes delivered or co-delivered by Leading to Change between Sept 22 – 09 January 2023 (some programme began before the launch date)
• 178/200 available Leadership Live subscriptions (22 pending) 3rd October 2022 (launch) to 9th January 2023

c) By ensuring we invest in leadership development we are supporting our valuable front line services to create the conditions and culture that are critical to delivering better outcomes for the people who use our services. Equality, diversity and inclusion are at the core of the Leading to Change programme with tailored and targeted interventions being delivered to increase and support the diverse workforce.

An update on the National Workforce Strategy for Health and Social Care will be published later this year.

In March 2022 the Scottish Government published the National Workforce Strategy for Health and Social Care in partnership with the Convention of Scottish Local Authorities. Following publication of the strategy, the Scottish Government has established a Workforce Data Information and Intelligence Improvement Programme to support further improvement in data collation, quality and evidence triangulation. This programme is focused specifically on improving the quality and granularity of existing data sets, alongside considering the requirements for gathering new or different data to support better decision making, workforce and service planning.

The Scottish Government is providing a range of recruitment support, as well as training and development activity to assist Health Boards with securing the right mix of new and experienced staff for their NTCs.

Detailed plans relating to the size and composition of the workforce for each NTC site has been or will be developed by the relevant territorial NHS Board and submitted to the Scottish Government as part of the wider planning and approval process for the site in operation.

The information on how many Child and Adolescent Mental Health Services (CAMHS) staff there have been in each year since 2007 can be found: CAMHS | Turas Data Intelligence (nhs.scot)

The staff in post tab provides quarterly data for CAMHS workforce.

The Women’s Health Plan sets out actions which aim to address women’s health inequalities by raising awareness around women’s health, improving access to health care for women across their lives, and reducing inequalities in health outcomes for women and girls.

The Plan includes actions to develop a menopause/menstrual health policy for NHS Scotland staff in 2023. I refer the member to the answer to question S6W-13514 on 16 January 2023 for an update on the development of a menopause and menstrual health workplace policy for NHS Scotland. 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 Plan also contains an action to encourage Health Boards to participate in the Equally Safe at Work accreditation scheme. I also refer the member to the answer to question S6W-13539 on 23 January 2023 for an update on progress on this action.

The Race Equality Immediate Priorities Plan (IPP) Annex B contains actions under systemic recommendation 4 (Fair Work Practices) to support minority ethnic staff. Data recommendations 10, 11 and 14 also contain actions on monitoring workforce data, NHS workforce data and accountability and governance. These are published online at: Annex B - Immediate Priorities for Race Equality 2021-23 - Race equality: immediate priorities plan - gov.scot (www.gov.scot) .’