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Zero Waste Scotland published a report on the Indirect Costs of Litter in Scotland and costs are based on that research and attributable to the proportion, by volume, of DRS materials in the litter stream. This modelling is commercially sensitive and is not published and figures have not been reviewed since publication.

As part of the contract for two vessels for Islay, Caledonian Maritime Assets Limited (CMAL) could not have stipulated that only Scottish or UK suppliers could be used as the Regulations require them to treat economic operators equally & without discrimination and restrict them from artificially narrowing competition by unduly favouring or disadvantaging any particular economic operator.

Kongsberg have an agreement in place with Cemre Marin Endustri for Fin Stabilisers, with the production facility based in Dunfermline. Fifty-eight companies (overseas or based in England) are also set to provide products and/or services for the new build vessels. Forty of these companies have signed agreements, with the remaining 18 companies obtaining signed agreements as the shipyard build programme progresses.

1. The National Cyber Security Centre advises Government departments to withhold specific information that may provide insight into the likelihood of success of specific cyber techniques and the Scottish Government follows this advice.
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2. The Scottish Government is not a formal reporting agency for cyber incidents or cyber attacks, which means that agencies are not obliged to report any cyber incidents or attacks they experience to us. However, we encourage any Scottish public body that does experience a cyber incident to notify the Scottish Government Cyber Resilience Unit under the voluntary Scottish Public Sector Notifiable Cyber Incident Procedure so that we can ensure that all relevant and necessary support can be provided.
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Between January 2021 and 17 March 2023 we were notified of 26 cyber incidents under this procedure.

The commercial value of advertising space was calculated by assigning a standard advertising rate attributable to similar footfall areas per RVM. The calculations are commercially sensitive and are not published. “Allocated to society”, in this case, means the Return Point Operator who would receive the value for their advertising space. This figure has not been revised.

Responsibility for service delivery, including recruitment and retention of medical and non-medical staff in primary care, sits locally with Health Boards and health and social care partnerships and their GP practices.

The Scottish Government recognises that in order to attract health and social care staff locally, it is important that locally accessible training opportunities are provided at an early stage. The NHS Scotland Youth Academy host regional huddle groups that are focused on raising awareness and attracting young people/parents into health and social care careers.

Guidance is provided by the Scottish Government to Health Boards which is publicly available on the following website SHOW - SGHSC - Scottish Government Health and Social Care Directorates including guidance on matters in relation to attraction and retention of medical and non-medical staff. The Centre for Workforce Supply, hosted by NHS Education for Scotland works with Health Boards to support the building of workforce capacity.

Through Scotland’s implementation of the European Commission Environmental Noise Directive (Directive 2002/49/EC), Scottish Government ministers have a responsibility to produce noise maps of Scotland every five years. The fourth round of noise mapping is currently being undertaken. Action plans for the current round of noise mapping will be submitted in 2024 and will include the provision of information, consultation, and ultimate decision making on the issues of noise management.

The information requested on providing the latest data showing the retention rate of (a) nurses and (b) doctors in the NHS is not centrally available.

Information on vacancies by the three main staff groups, can be found on the TURAS NHS Education for Scotland workforce statistics site at: NHS Scotland workforce | Turas Data Intelligence

The turnover rate for all staff across NHS Scotland in 2021/22 was 8.1%.

NHS Scotland’s staffing levels are at a historic high, staffing levels have grown by over 2,900 whole time equivalent, permanent staff, representing ten years of consecutive growth.

NHS Boards are responsible for ensuring they have local policies in place to effectively recruit and retain staff. We support this through our National Workforce Strategy, which outlines the actions we will take in partnership with boards to plan, attract, train, employ and nurture the health and social care workforce.

NHS Education Scotland publishes official workforce statistics on the NHS workforce, providing evidence of the effectiveness of recruitment and retention policies of NHS Boards.

The Scottish Government recognises the value of encouraging pupils to pursue a career in healthcare. We have commissioned the Centre for Workforce Supply to develop an NHS Scotland marketing strategy to promote the NHS as an attractive employer.

We remain committed to supporting youth recruitment utilising our Developing the Young Workforce Strategy and the Young Person’s Guarantee.

We also support any initiative which encourages school pupils to consider a career in medicine. For example, Aberdeen University’s ‘Health Studies in Education’ programme which places medical students in local schools for a period of 6 weeks has been successful in establishing long term relationships between schools and the University, as well as providing a platform to introduce further activities including mentoring.