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The SPCB is responsible for funding the Members’ Expenses Scheme and for determining which indices are used to uprate the overall provisions, which include staff cost provision.

At the SPCB meeting on 5 March 2020, the SPCB agreed to index SCP annually using a mix of Average Weekly Earnings (AWE) and the Annual Survey of Hours and Earnings (ASHE) index. This move to a ‘basket’ of indices was considered to provide a steadier basis for any increase as fluctuations are more likely to be moderated. SPCB agreed that this approach should be adopted for future indexation of staff cost provision as a transparent means of determining any increase. There has been no change in this position.

This index is now used as part of the budget setting process and part of our submission to the Finance Committee for the next financial year.

Prior to the start of the new parliamentary session, an in-depth review of the Staff Cost Provision was undertaken. The report on the Review of the Members’ Staff Cost Provision was finalised and circulated to all Members in December 2020. This resulted in a change from the start of Session 6 where members would benefit from increased funding equivalent to one additional FTE staff member.

The SPCB undertakes Members’ Expenses Scheme reviews each session to ensure that the Expenses Scheme continues to support Members in carrying out their roles and to identify where there are any beneficial improvements to the Scheme which could assist Members whilst continuing to maintain the principles and transparency associated with the Scheme. Given the Scheme, including the Staff Cost Provision, has recently been reviewed the SPCB will consider the need for any further review later in the parliamentary session as part of their normal review processes.

The SPCB is not the employer of MSPs’ staff.  The SPCB’s responsibility is to fund the provisions of the Reimbursement of Members’ Expenses Scheme, including the Staff Cost Provision, which funds MSPs to employ their staff.  MSPs, as the direct employers of their staff, are responsible for ensuring that they meet their legal obligations as employers and that staff are treated fairly, with dignity and respect.

Notwithstanding this, the SPCB has put in place a wide range of measures to support MSPs to adopt good employment practices, including a training and development programme which includes career management guidance and support; fair, consistent and competitive pay ranges and job families, underpinned by a commitment to ensure that MSPs are able to pay their staff at least at the rate of the Living Wage; support with recruitment and policies that aim to support a positive workplace culture.  The SPCB also provides dedicated HR resources to support MSPs in their capacity as employers. 

The SPCB understands that various parliamentary groups have entered into agreements with trade unions that represent their staff and that some MSPs are applying the principles of the Fair Work Framework.  The SPCB, through the People and Culture Group, will continue to support MSPs to do so.  In particular, the SPCB has committed to a strategic objective to support MSPs to attract, recruit and retain skilled, motivated and engaged staff who are recognised for their contributions and skills and who work in a positive workplace culture. 

Scotland’s policy on GMOs has not changed. We are aware of current debate around novel genomic techniques such as gene editing and how these relate to existing GM legislation, and we note in particular the consideration of this at EU level. The Scottish Government is committed to keeping close to the EU and we will continue to align when appropriate. We are closely monitoring the EU’s position on this issue.

We have not made a formal assessment of how many fire and smoke alarms will be disposed of as a result of the new regulations coming into force in February next year. Fire and smoke alarms are classed as small electrical equipment items and most are suitable for recycling. We encourage people to either return alarms to the retailer or take them to their local authority recycling centres as they already would do together with other items for recycling.

It is possible that awareness of the new standard, which includes the need to replace alarms that are more than ten years old, may lead to an increased number of expired alarms being recycled over the coming months.

The Scottish Environmental Protection Agency (SEPA) previously published advice on the Management of end-of-life smoke detectors, including advice for businesses and households on safe disposal and promoting the environmentally sound management of Waste Electrical and Electronic Equipment (WEEE) devices.

I am aware of ongoing discussions between industry and Scottish local authorities regarding recycling options of end-of-life smoke alarms as part of Household Waste Recycling Centre provision.

SEPA continue to engage with the WEEE sector and other UK Environment Agencies.

The Scottish Government Council House Build Programme was introduced in April 2009, the aim being to incentivise local authorities to build new homes. This was the first such central government support to councils in a generation.

The following table shows the funding provided to North Ayrshire Council through the Affordable Housing Supply Programme (AHSP) for council house building since its introduction in 2009 to 2011.

To date, the Scottish Government has committed 393m of European Social Fund (ESF) grant support towards projects that boost smart and inclusive growth across Scotland. The expenditure of the 2014-2020 ESF programme, which is based on paying claims that meet the condition of grant from organisations who deliver projects, is currently 125.6m. Many organisations continue to deliver ESF-supported activities across Scotland and the Scottish Government expects expenditure to increase to meet our 393m commitment before the programme ends in December 2023.

The de-commitment from the original allocation at the start of the ESF Programme is 78.3m, however no money has been returned to the European Commission as unspent or de-committed. The EC, as part of their usual management and governance cycle, automatically de-commits fund allocations from ESF and ERDF Programmes that have not met financial targets during a calendar year. This process applies to all Managing Authorities across the UK and Member States throughout the EU.

It will be possible to fully assess the financial performance of the Programme in summer 2024 when all ESF-supported activities are complete, all claims have been paid and verified and the final declaration is submitted to the EC.

During the last five years no civil service jobs within the Scottish Government have been specifically relocated to South Scotland region.

However, in the Scottish Government Main bargaining unit (SGM), which comprises Core SG Directorates and associated Agencies, there are approximately 560 jobs located within the South Scotland region. This represents 4.75% of staff in SGM. For example the Agriculture and Rural Economy Directorate has regional offices in Ayr, Dumfries, and Galashiels. The Marine Scotland Directorate has coastal operations based in Ayr and Eyemouth. Executive Agencies Accountant in Bankruptcy and Scottish Public Pension Agency are located in Kilwinning and Galashiels respectively.

The Scottish Prison Service, Scottish Courts and Tribunal Service, and Forestry and Land Scotland are separate employers and also have a presence all over Scotland, including South Scotland region.

The Scottish Government is piloting a hybrid working model which will enable Scottish Government staff, where the role allows, to have more flexibility in their work location across Scotland and include a mix of home and office working. In March 2021, the Scottish Government’s Population Strategy recognised that changes to working norms may offer new opportunities to support civil servants who wish to live and work in locations outside of our main locations in Edinburgh and Glasgow. As part of this, the Scottish Government committed to actively considering its workplace footprint and exploring the opportunities of distributing its workforce in greater detail. This work is in its early stages. However, as a first step, the Scottish Government will be piloting local hubs outside of Edinburgh and Glasgow so that staff can work at office locations closer to their home.