Seòmar agus comataidhean

The Scottish Government appreciates the contribution volunteers make to society. Volunteering at creative and cultural events offers unique opportunities to gain new skills, get experience and to be part of something special. While there are currently no plans to increase the provision of microgrants to support and promote volunteering via Creative Scotland, direct funding to national and local intermediaries supports the national and local volunteering infrastructure. For example, Creative Lives, a Creative Scotland Regularly Funded Organisation, supports volunteer-led and community-focused activity through microgrant schemes. They have worked closely with Creative Scotland to develop Cash for Culture, a fundraising guide for voluntary arts and community-led creative groups seeking funding for activity.

We provide Volunteer Scotland with a core grant of £832,000 (2023-24) and Third Sector Interfaces receive £8,481,200. In addition, the Volunteering Support Fund (£3.3m over 2021-24 period) delivered by Impact Funding Partners on behalf of the Scottish Government, is helping people overcome barriers to volunteering. The funding is for local community grass-roots organisations to support and promote volunteering among a variety of groups who experience disadvantage or barriers to volunteering.

The Scottish Government recognises the importance of the Skills Investment Plan for Scotland’s historic environment sector to support our workforce in developing the skills required to manage, protect and conserve our built heritage.

We acknowledge that action delivery from the 2019 plan was impacted by both the pandemic and the cost-of-living crisis.

The Scottish Government will continue to deliver support for Scotland’s historic environment through sponsorship of Historic Environment Scotland, which is leading on developing the current Skills Investment Plan, building on the lessons learned from previous plans and increasing resource to maximise delivery.

The total number of FTE staff (rounded to the nearest whole number) employed in the public sector, within the Peatland Action programme, to undertake peatland restoration work – as of November 2023 – is as follows:

Scottish Government wrote to local authorities on 12 September confirming the strategic objective, distribution methodology and individual allocations of the £30 million fund. The distribution methodology, agreed with local authority leaders, is based 50% on the number of displaced people from Ukraine in each local authority area and 50% on the adjusted Strategic Housing Investment Framework (SHIF) indicator formula that is used for distributing homelessness prevention funding.

While there is an expectation that this funding will help councils support displaced Ukrainians into longer-term accommodation and reduce the risk of homelessness, the funding is not ring-fenced, and local authorities are able to exercise full discretion locally to support other groups. This is in line with the Verity House Agreement and recognises that local authorities are best placed to allocate their resources to meet competing demands for their services.

The letter has been published and is available at: https://www.gov.scot/publications/ukraine-resettlement-letter-to-local-authorities-about-funding/

Scottish Government guidance is reviewed and updated regularly to ensure that information for the public and workplaces aligns to current policy. Policy is driven by the latest data, evidence and expert advice and is reflected in the communication of guidance. Throughout the pandemic public health advice on a range of complementary protective measures - including good hand hygiene, physical distancing, social mixing and improved ventilation – has been consistently deployed in response to the stage of the pandemic, to reduce risk from all transmission routes and support infection resilience to COVID-19.

Adult Disability Payment provides support for people who have a long-term disability or health condition. To be entitled for Adult Disability Payment an individual must have had needs relating to their disability or health condition for 13 weeks before entitlement can begin, although they can apply before the 13-week period is complete. This means that, if they are awarded Adult Disability Payment, payment can be backdated to the date they became eligible.

Where an individual has been diagnosed with a terminal illness, their application is fast-tracked and they are automatically eligible for the highest level of award without being required to meet the 13-week period.

The application process for Adult Disability Payment has been designed with disabled people to ensure it is as straightforward as possible and support is available to help people apply.

The SPCB can confirm that following consultation with MSP staff on training via, a training needs analysis, interviews and engagement forums, a bespoke development programme has been established, specifically for MSP staff. There are a number of training modules open to all MSP staff, covering a variety of development areas and these are all detailed on the intranet pages which all colleagues have access to.  MSP staff can book into and participate in any programme relevant to their role if agreed by their employing MSP. This year the SPCB have listened to what MSP staff colleagues are telling us they need and have therefore made significant investment in training on Mental Health First Aid, Speechwriting, ACAS ‘Training for Managers’ and UK/Scottish Benefits from the £40,000 central budget so far. 

In addition to training offered via the central budget MSP staff can also access additional training that is open to both SPS and MSP staff via our e-learning platform ‘Learning Pool’ and ad hoc online and in person sessions that run throughout the year. 

The SPCB is keen to maximise the central budget to the benefit of all MSP staff and in doing so ensure economies of scale.  Whilst requests for specialist individual training can be made these are considered in the context of the wider MSP staffing group to ensure that equal and fair access to training is offered and that we can offer training that represents value for money and delivers economies of scale. MSPs may also apply to the SPCB direct for reimbursement of the fees or other charges incurred in providing appropriate training for a member of staff.  MSPs wishing to access this provision of the Members’ Expenses Scheme will be assisted to do so by People and Culture staff. 

The SPCB is proud to work with colleagues across all UK and Ireland legislatures to share best practice, innovative ideas, opportunities for shared learning and shared events (e.g., Mental Health Month, Trans and Non-Binary Awareness Week, National Inclusion Week during which seminars and information events are available to all).

The SPCB seeks to ensure that the training opportunities offered to MSP staff in the Scottish Parliament meet both the needs of the individual, their employer and the Parliament as a whole.  It would not be possible to offer the same training as colleagues in the UK Parliament and other UK legislatures as our needs will be different as is the context (training provided to the Scottish Parliament must be considered in the Scottish context within which we operate).  The team that supports MSP staff training regularly conduct reviews of the providers and their content to ensure that quality, effectiveness and value is maintained and where required will seek alternative provision.  The team operates within our procurement guidelines and uses their knowledge and expertise to ensure a quality provider is selected to work with colleagues and maintain our standards in providing relevant, quality training to MSP staff.  

The SPCB can confirm that they are committed to ensuring that all training offered to MSP staff is of the highest quality and that it meets our procurement standards.  As such we will continue to engage with MSP staff to ensure that the training meets their needs and that of their employing MSP.  MSPs and their staff can contact People and Culture colleagues for further support.  Delegates that attend training courses are asked to complete an evaluation form, which is reviewed and acted upon should any issues be raised.

The SPCB will continue to oversee engagement with MSP staff colleagues to review and continually improve our training offering.  We are in the final stages of seeking representation from all groups in order to re-establish the MSP Staff Training Forum, which will provide a mechanism for two-way engagement on training needs and effectiveness.  We will also continue to utilise other feedback mechanisms, including the Caseworker Forum, to ensure that we continue to provide what colleagues need and what represents the greatest return on investment for the Parliament.

The Scottish Parliamentary Corporate Body announced on 23 November that it will undertake an investigation in line with its duties under the MSP code of conduct.

As stated then, in the interests of fairness to all, and to avoid prejudicing our investigation, the Corporate Body will not comment on any matters that could have a bearing on the process. It is important to stress, however, that the Corporate Body remains wholly committed to openness and transparency and will release all material that it can, when it can, in line with its legal obligations.