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A Modern Apprenticeship in construction follows a framework designed by the Construction Industry Training Board. It includes an SVQ Level 3 and core skills. The SVQ is competency-based and as such there is no prescribed period of training. However, in practice, the MA in construction takes around four years to complete.

There is no specific timescale attached to the completion of a Scottish Vocational Qualification at any of the five levels available. SVQs demonstrate a candidate's ability to undertake a particular job to national standards of occupational competence rather than record the completion of a particular course of study or training.

Completion of an SVQ reflects the gathering of evidence to demonstrate that a candidate meets defined performance outcomes. The length of time this will take will depend upon a number of factors, including the number of outcomes, the complexity of the job, the extent of evidence required and the needs and ability of the candidate.

This information is not held centrally.

A range of impacts from confusion to misunderstanding can apply. The role of carers, family and practitioners is key to helping the patient reduce this additional stress where it occurs. The aim of all concerned is to provide appropriate support and care to meet the assessed needs of individuals.

The Scottish Executive is determined to improve both the range and quality of information provided to the business community, and to increase electronic access where appropriate. For example, we are currently working with Scottish Enterprise to improve the consistency and quality of support provided to small businesses in the SEn area, and this will include an enhanced web-based information system. I hope to announce details shortly.

The needs of small and medium-sized enterprises are integral to the Executive's education and training policies. Through the enterprise network, priority is given to support for learning and skills development in SMEs. National Training Organisations have a duty to assess SME skills and training needs, and to influence education and training provision to ensure that these needs are met. The new Investors in People standard launched in April this year is designed to make the IiP process more accessible to small organisations. One of the key functions of the Scottish University for Industry - learndirect scotland - will be to assist businesses of all sizes access learning opportunities, in the right place, at the right time, and at the right cost.

The Scottish Further Education Funding Council has allocated almost £16 million to further education colleges for investment in capital works in 2000-01. It is for the colleges to decide on the details of capital investment programmes, according to their own assessment of needs and priorities.

In addition to this, I announced on 16 June that I would make available a further £10 million for colleges' capital expenditure this year, particularly to enhance physical access to buildings for students with special needs.

The Framework for Mental Health Services in Scotland encourages all care agencies to promote mental health and engage actively in health promotion, including action to de-stigmatise mental illness.

NHS Trusts are responsible for the operation of staff disciplinary procedures. The Scottish Executive has worked with Trusts and others to put in place a range of measures to improve and streamline the disciplinary process for medical staff. Trusts have been encouraged to consider alternatives to avoid unnecessary suspensions. Where suspension is considered necessary, the new measures will shorten the time that individuals spend on suspension and therefore reduce costs.

We are currently aware of two NHS hospital doctors suspended on full pay. The doctors have been suspended since April and May 2000 respectively. One other doctor, an honorary consultant employed by a University, has been suspended for three years. This suspension pre-dates the recent work to improve the disciplinary process. The circumstances surrounding this case would not have occurred under the revised arrangements but these arrangements cannot be applied retrospectively. We expect those concerned to bring the matter to a satisfactory conclusion.

The SPCB's "Policy on Smoking in the Workplace" (Personnel Policy: No 1/1999) was issued by the Personnel Office on 19 November 1999. It was placed in the public folders and all members and staff were advised of this at the time. The policy is currently available in the Personnel pages of SPEIR.

The policy includes the provision of smoking cessation group sessions and nicotine patches at a cost. The Personnel Office will shortly issue a reminder drawing the availability of this service to the attention of those covered by the policy.