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In November 2022, the Scottish Police Authority (SPA) Resources Committee approved Police Scotland's Initial Business Case for the introduction of National Body Worn Video, ahead of consideration by the SPA Board. Once approved by the Board, Police Scotland is expected to undertake a full procurement exercise this year which will provide more clarity on costs - both upfront purchase costs and ongoing costs.

The Scottish Government remains fully committed to using the resources available to support the vital work of Police Scotland in delivering effective and responsive policing across Scotland. We have invested over £11.6 billion in policing since Police Scotland was created in 2013 and we will invest a further £1.45 billion in 2023-24. Despite cuts to the Scottish Government capital budget, we have also continued to maintain the £45.5 million capital investment in the police asset base for buildings, vehicles and technology. Operational policing decisions on the introduction and use of body worn cameras and budgetary prioritisation remain matters for Police Scotland to decide, acting under the oversight of the SPA.

As independent institutions, it is vital universities continue to develop their own mitigating strategies to minimise negative impacts on their short, medium and long-term financial sustainability.

The Scottish Government along with the Scottish Funding Council, continue to explore options in conjunction with the university and colleges sectors, to ensure institutions across the whole tertiary sector are sustainable in the longer-term. To further support universities we have increased higher education resource funding by £20 million in cash terms as part of the 2023-24 Budget. This ensures that our universities continue to deliver a high standard of education for all students against the backdrop of the cost-of-living crisis.

Any decision about dredging the River is for the local authority to take forward. In relation to dredging, there are circumstances in which this can be an appropriate measure to reduce the risk of flooding. However, it is important to avoid inappropriate dredging. This is partly to avoid damaging the river environment, but also because dredging and other river engineering work can often prove ineffective, or in some cases counter-productive, as a tool for managing flood risk. The scale of these risks depends on the river characteristics and the design of the works, which is why large scale dredging operations require an authorisation from SEPA under the Water Environment (Controlled Activities) (Scotland) Regulations 2005.

The Scottish Government does not hold the required level of information to assess levels of income that Scottish Universities derive from the enrolment of Chinese students.

In 2021-2022 Academic Year, the Student Awards Agency Scotland (SAAS) paid a total of £219.6m in higher education tuition fee awards for eligible Scottish domiciled students. In addition, the Scottish Funding Council (SFC) allocated approximately £694m in block teaching grants to universities in respect of funded places.

Scottish universities are autonomous institutions and as such are responsible for their own entry requirements and admissions policies. As independent institutions, it is vital universities continue to develop their own mitigating strategies to minimise negative impacts on their short, medium and long-term financial sustainability.

The Scottish Government along with the Scottish Funding Council continue to explore options in conjunction with the university and colleges sectors, to ensure institutions across the whole tertiary sector are sustainable in the longer-term. We currently have record numbers of enrolments and full-time first degree entrants from Scotland, International students and those from other parts of the UK are not eligible to access funded places.

To further support universities we have increased higher education resource funding by £20 million in cash terms as part of the 2023-24 Budget. This ensures that our universities continue to deliver a high standard of education for all students against the backdrop of the cost-of-living crisis.

The Scottish Government welcomes the contribution that international students make to our society, culture and economy. International students add to the diversity of our communities, enrich the learning experience and support local businesses and jobs.

Data published on 19 January 2023 by the Higher Education Statistics Agency shows record numbers of non-EU international students (65,300), and we welcome that these numbers are diversifying with noticeable increases in students from India, Nigeria and Pakistan.

The Scottish Government is committed to continuing to work with partners across Tayside to support sustainable change, which ensures the safe and effective delivery of mental health services.

It is crucial that, as the workforce responds to additional pressures and challenges, leaders model and promote compassion. People working in health, social care and social work are the most significant asset for creating positive culture change.

Leaders must examine the needs of staff, ensuring their wellbeing is a priority to help them deal with the rapidly changing situation. This is why the Scottish Government has created Leading to Change, a national leadership development programme, which will be focused on growing compassionate and inclusive leaders who role model these values and create an open and welcoming culture that will help to improve recruitment and retention, and supports staff wellbeing.

To complement the wellbeing support available at a local level, we are continuing to provide a range of resources including the National Wellbeing Hub, a 24/7 National Wellbeing Helpline, confidential mental health treatment through the Workforce Specialist Service, Coaching for Wellbeing and funding for additional local psychological support.

We also continue to work with leaders across health, social care and social work, as well as hearing directly from staff, to understand where the current pressures are, and what further actions can be taken to mitigate their impact on staff wellbeing. Our ongoing response will be informed by a new Improving Wellbeing and Workforce Cultures strategy that will be launched in 2023. The Scottish Government is committed to improving the mental health and wellbeing of Scotland’s population and to ensuring everyone receives the best possible care and support from our health and care services. Delivering this can only be achieved with the right workforce capacity and capability. With substantial investment, we have record numbers of staff providing more varied support and services to a larger number of people than ever before.

Individual NHS Boards are responsible for undertaking the local workforce planning required to deliver safe and high quality services with a sustainable workforce. The Scottish Government works continuously with NHS Boards and Health and Social Care Partnerships to improve workforce planning. The report concurs with Scottish Government feedback to NHS Tayside on the content of its 3 year workforce plan, and draws attention to the need for the Board to ensure this links appropriately to the workforce required for mental and learning disability services in Tayside.

We are currently consulting on our strategic approach to workforce planning for mental health and wellbeing, this will contribute to the forthcoming Mental Health and Wellbeing Strategy, which is due to be published in spring 2023.

We will also be working closely with partners to identify short, medium and long term actions for a Mental Health and Wellbeing Workforce Plan, to be published in 2023. The Plan will build on the National Health and Social Care Workforce Strategy, published in March 2022, which sets out a new framework to shape Scotland’s health and social care workforce over the next decade, placing training, wellbeing, job satisfaction, retention and the principles of Fair Work at its heart. It will look at the whole workforce journey and how we can plan for, attract, train, employ and nurture our mental health workforce.

The Scottish Government does not hold data on the level and nature of foreign investment in universities in Scotland as universities are autonomous bodies.

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.

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.

The Roads (Scotland) Act 1984 places statutory responsibility for local roads, including the procedure for reporting road defects/damage on local authorities. As such it is the responsibility of the local authority to determine how best to meet its duties on local roads in their respective areas, including how the public report issues, and no formal guidance is issued on this matter.

SCOTS (the Society of Chief Officers of Transportation in Scotland) – www.scotsnet.org , are responsible for implementing new materials and best practice on local road maintenance.