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The health and social care system is currently experiencing significant pressures. We recognise that some people’s care services have been affected by this, and the impact this may have on them and their unpaid carers.

That is why an investment of more than £300 million for health and social care was announced by the Cabinet Secretary for Health and Social Care on 5 October 2021, including £62 million to address care at home pressures.

This funding will help to enhance capacity in care at home provision. It will help to increase social worker assessment capacity, fulfil unmet need, and deal with the current surge in demand and complexity of individual needs.

Due to the importance of the autumn/winter vaccines, some health boards are utilising Community Nursing Teams.

This will particularly be for those patients who are on their current caseloads and are housebound. Community Nurses are also supporting vaccinations in care homes, not only to those on caseload but to help support delivery to this priority group. Community Nurses are also undertaking additional shifts in vaccination clinic settings.

We issued standing instructions to health boards as part of the delivery of phase 1 of the Covid-19 vaccinations programme (broadly December 2020 – August 2021), requiring health boards to build a capacity to deploy up to 1,400 Whole Time Equivalent (WTE) vaccinators in any given week, subject to scheduling of appointments and supply. We maintain this standing instruction for the current winter seasonal Flu and Covid-19 booster programme which requires up to 1,400 WTE vaccinators to be in place for deployment. Deployment in any given week is determined in coordination with the scheduling of appointments and clinics. The substantive difference between phase 1 and the winter programme is that we co-administer flu and Covid-19 boosters, which allows Boards to administer vaccinations at significantly higher rates. We continue to monitor workforce deployment capacity on a weekly basis through the collation of management information.

The detrimental effects on physical and mental health and wellbeing are well known and documented. Reducing that harm, and ensuring that people receive the right care, in the right place, at the right time, is the key ethos behind the improvement programme. Data on the number of, and reason for delay, is collected monthly by Public Health Scotland and will be used, along with other data to measure progress and improvement.

The ideals and principles of the Interface Care and Discharge without Delay programs extends across all care groups, including Mental Health.

In addition to this work, in March 2021 we issued a £20 million Community Living Change Fund to be used during 2021–2024. This funding will be used to redesign services for people with complex needs including intellectual disabilities and autism, and for people who have enduring mental health problems, avoiding the need for out of area placements and reducing delayed discharges from hospital.

There are a number of Scottish Government programmes that offer a diverse range of training opportunities for people to train, reskill or upskill and access new sectors:

• Employability Fund - offers employability and skills training for unemployed individuals across Scotland. The Employability Fund cease in March 2022 with future associated funding transferring to No One Left Behind.
• Modern and Graduate Apprenticeships – learn on the job to gain the experience people need and work towards a recognised qualification.
• Individual Training Accounts – to help unemployed people or those on low income to develop the skills they need for work or to progress their career. Individual Training Accounts provide learners with a contribution of up to £200 towards a training course.
• National Transition Training Fund - supports people aged 25 and over, who have been made redundant, who are in at risk jobs/or sectors or whose sectors have been most impacted by Covid 19 or EU Exit, to access funded training to help them transition into new employment in growth sectors or where there are regional job opportunities.
• A wide range of short courses at Further and Higher Education level, including online provision, are available through colleges and universities across Scotland. Fully funded courses can be sourced using the Skills Development Scotland’s My World of Work Website course search here: https://www.myworldofwork.co.uk/learn-and-train

I refer the member to the answer to question S6W-04012 on 11 November 2021. All answers to written Parliamentary Questions are available on the Parliament's website, the search facility for which can be found at https://www.parliament.scot/chamber-and-committees/written-questions-and-answers

I refer the member to the answer to question S6W-04012 on 11 November 2021. All answers to written Parliamentary Questions are available on the Parliament's website, the search facility for which can be found at https://www.parliament.scot/chamber-and-committees/written-questions-and-answers

The Scottish Government published its new air quality strategy ‘Cleaner Air for Scotland 2 – Towards a Better Place for Everyone’ in July this year. The strategy sets out a wide variety of actions. One action is to work with businesses, and others that might be affected, on proposals to control the sale of the most polluting domestic fuels, which include wet wood. In order to take this forward we have set up a specialist domestic (household) emissions working group, with representation from industry and key stakeholders. These proposals are still at an early stage, further consideration will be required and additional information will be made available in due course.

In taking forward this work, we will be mindful of the potential impact on businesses and domestic users. Any new measures would require to be implemented over a period of time, such as a transitional period during which businesses could adapt to the new requirements without disproportionate costs.

Plans to create and provide training courses to support the heat in buildings strategy:

Working with industry, we have developed a set of installer skills requirements to help professionalise services in the sector, and provide clearer career pathways for young people. We consulted on these earlier this year and we are now integrating these requirements into the relevant industry standards.

We anticipate that the heat in buildings transition will require a substantial growth in supply chains, particularly in the availability of skilled heating and energy efficiency installers. However, the specific scale and timing of the required workforce growth will depend on a range of factors including the changing demographics and supply chain demand across the construction sector.

We have partnered with Scottish Renewables and Skills Development Scotland to undertake a ‘Heat in Buildings Workforce Assessment Project’ which will help us define the timing of workforce growth and how best to support people transitioning into key roles. This work will report back in Spring 2022. This will improve our understanding on how best to support workforce investment and ensure that jobs will be available for people to move into as they complete their training.

Ensuring that colleges and schools have sufficient trained professionals to teach the skills required to deliver the strategy:

At the end of 2020 the Scottish Government and Skills Development Scotland published the Climate Emergency Skills Action Plan, (CESAP) setting out the actions we need to take to ensure our workforce is able to support the transition to net zero.

The launch of the Green Jobs Workforce Academy also demonstrates our commitment to providing accessible information on training opportunities and skills transferability to job seekers.

Gathering and communicating data on the demand for green jobs will be crucial in developing and delivering the right skills interventions at the right time. As part of the ongoing CESAP Implementation, Skills Development Scotland and the Scottish Funding Council are currently reviewing training provision in the context of our Heat in Buildings Strategy. The results of the workforce assessment project, detailed above, will serve as an evidence base for this review.

Encouraging potential students to undertake relevant heat in buildings training:

The Modern Apprenticeship (MA) is the key pathway for young people into the heating and plumbing industry. The Scottish Government provides a contribution towards training for Modern Apprenticeships through Skills Development Scotland. The public funded training contribution is structured by age and level, and prioritised to support outcomes within the Scottish Government’s skills and economic strategies.

In addition to the apprenticeship pathway, our National Transition Training Fund aims to tackle the rise in unemployment caused by Covid-19 by offering short sharp training opportunities for people to learn in-demand skills. Projects this year include funding for Historic Environment Scotland, which will deliver training on retrofitting pre-1919 buildings, while the Construction Scotland Innovation Centre (CSIC) will support the delivery of training on Passivhaus construction and retro-fit.

Cost and support to Local Authorities:

Local Authorities do not have a specific role in the provision of training through the modern apprenticeship framework. However, we are keen for Local Authorities to play a constructive role in supporting the supply chain growth required to deliver our Heat in Buildings Strategy.

We will work with Local Authorities in the development of our Heat in Buildings Supply Chain Delivery Plan, to be published next Summer, and consider any role they might have in supporting training provision as part of this work.