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Paragraphs 2.11 to 2.13 of the Scottish Government’s white paper Your Scotland, Your Voice (published in November 2009) outlined the rights and responsibilities of an independent Scotland.

The proposed spending limits were increased in the light of responses to the government’s February 2010 consultation. The rationale for the proposals is set out in paragraphs 3.7 to 3.13 of the Scottish Government’s consultation paper Your Scotland Your Referendum published on 25 January 2012.

The Scottish Government will ensure that voters have all of the information they need about the referendum, and about independence, in order to be able to take an authoritative, well informed decision about Scotland's constitutional future. The comprehensive white paper on independence to be published in November 2013 will detail the positive platform for Scotland's future on which Scottish voters will be asked to decide.

Scottish Government employers operate a “common citizenship” scheme which allows Historic Scotland and other employees to apply for internal vacancies in other organisations without making a formal request for a transfer to another department. In the last four years no Historic Scotland staff have made a formal request to transfer. Historic Scotland records identify 28 staff who have applied for and secured posts in other organisations within the “common citizenship” scheme over this period. The total is broken down by year in the following table.

Historic Scotland staff are represented by 4 trade unions. The trade unions and Historic Scotland’s management are fully committed to their partnership agreement. This provides regular opportunities for both sides to discuss the health and welfare of staff.

The Scottish Government has had no separate discussions with Historic Scotland trade unions.

In common with the Scottish Government and its associated bodies, Historic Scotland takes seriously any allegations of bullying. Its policy on bullying and harassment in the workplace reflects that of the Scottish Government and provides a number of ways for staff to raise concerns or complaints.

Where cases of alleged bullying of Historic Scotland staff are raised formally, these are investigated. There are currently no active cases under investigation.

Historic Scotland works proactively with its recognised trade unions to discuss and act upon any staffing concerns that arise. Staff at Historic Scotland also have access to the Scottish Government’s “Employee Assistance Programme” offering free, 24-hour access to independent health and welfare information and advice including counselling, family care support, and legal advice.

Historic Scotland employs staff with the range and depth of skills and qualifications necessary to enable it to meet the objectives set by ministers. The total number of senior manager posts is 40 of which 22 have Archaeology, Architecture and Conservation as their primary focus. All 22 staff in these posts have a professional qualification in the relevant field. Across the agency as a whole, many more staff hold professional qualifications in these and other disciplines relevant to the delivery of the agency’s objectives.

Historic Scotland is committed to developing staff, building on existing expertise and maintaining and developing links with academic and professional institutions and others within the historic environment sector to continue to increase the knowledge, skills and experience within the agency.

The following table gives data for each of the last four years on the number of staff who (a) resigned (b) took early retirement and (c) left due to ill-health. Staff may resign for a number of reasons, including to pursue other employment opportunities.

I refer the member to the answer to question S4W-04995 on 27 January 2012. 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/parliamentarybusiness/28877.aspx.