Philip Boswell

Scottish National Party - Former Member for Coatbridge, Chryston and Bellshill

First elected: 7th May 2015


Philip Boswell is not a member of any APPGs
4 Former APPG memberships
Argentina, Carbon Capture and Storage, Energy Costs, Falkland Islands
Public Accounts Commission
15th Nov 2016 - 3rd May 2017
Public Accounts Committee
12th Sep 2016 - 3rd May 2017


Division Voting information

Philip Boswell has voted in 326 divisions, and 1 time against the majority of their Party.

5 Jul 2016 - Wales Bill - View Vote Context
Philip Boswell voted Aye - against a party majority and in line with the House
One of 1 Scottish National Party Aye votes vs 36 Scottish National Party No votes
Tally: Ayes - 294 Noes - 228
View All Philip Boswell Division Votes

All Debates

Speeches made during Parliamentary debates are recorded in Hansard. For ease of browsing we have grouped debates into individual, departmental and legislative categories.

Sparring Partners
Andrea Leadsom (Conservative)
Parliamentary Under-Secretary (Department of Health and Social Care)
(23 debate interactions)
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Department Debates
HM Treasury
(39 debate contributions)
Department for Work and Pensions
(9 debate contributions)
View All Department Debates
Legislation Debates
Finance Act 2017
(758 words contributed)
Digital Economy Act 2017
(108 words contributed)
View All Legislation Debates
View all Philip Boswell's debates

Coatbridge, Chryston and Bellshill Petitions

e-Petitions are administered by Parliament and allow members of the public to express support for a particular issue.

If an e-petition reaches 10,000 signatures the Government will issue a written response.

If an e-petition reaches 100,000 signatures the petition becomes eligible for a Parliamentary debate (usually Monday 4.30pm in Westminster Hall).

Philip Boswell has not participated in any petition debates

Latest EDMs signed by Philip Boswell

26th April 2017
Philip Boswell signed this EDM as a sponsor on Wednesday 26th April 2017

MOTABILITY 40TH ANNIVERSARY

Tabled by: Lisa Cameron (Conservative - East Kilbride, Strathaven and Lesmahagow)
That this House congratulates Motability for reaching its 40th anniversary and for providing over four and a half million scheme vehicles; recognises the importance of Motability in helping disabled people, their families and friends have increased mobility and independence; and commends all those involved in the creation and continued support …
18 signatures
(Most recent: 26 Apr 2017)
Signatures by party:
Scottish National Party: 15
Independent: 2
Plaid Cymru: 1
26th April 2017
Philip Boswell signed this EDM on Wednesday 26th April 2017

SUCCESS OF THE UNIVERSITY OF ST ANDREWS

Tabled by: Stephen Gethins (Scottish National Party - North East Fife)
That this House congratulates the University of St Andrews on its continued success in higher education league tables; notes that St Andrews was recently ranked first in Scotland and third in the UK by the Complete University Guide; further notes that this marks a rise in two places from 2016 …
51 signatures
(Most recent: 26 Apr 2017)
Signatures by party:
Scottish National Party: 50
Independent: 1
View All Philip Boswell's signed Early Day Motions

Commons initiatives

These initiatives were driven by Philip Boswell, and are more likely to reflect personal policy preferences.

MPs who are act as Ministers or Shadow Ministers are generally restricted from performing Commons initiatives other than Urgent Questions.


Philip Boswell has not been granted any Urgent Questions

Philip Boswell has not been granted any Adjournment Debates

Philip Boswell has not introduced any legislation before Parliament

Philip Boswell has not co-sponsored any Bills in the current parliamentary sitting


Latest 50 Written Questions

(View all written questions)
Written Questions can be tabled by MPs and Lords to request specific information information on the work, policy and activities of a Government Department
39 Other Department Questions
13th Jan 2016
To ask the Secretary of State for Business, Innovation and Skills, pursuant to the Answer of 12 January 2016 to Question 20474, how his Department works with businesses in the (a) construction, planning and the built environment sector subject area and (b) engineering and manufacturing technologies sector subject area to create more apprenticeships.

Skills policy is a devolved area so the Devolved Administrations have complete flexibility over how to support businesses in all sectors to ensure there are sufficient skilled workers. In England, our 2020 Vision sets out how we will reach 3 million apprenticeship starts in 2020.


We are also introducing the apprenticeships levy to fund the step change in apprenticeship numbers and quality – delivering on our commitment of 3 million starts by 2020. The levy will put apprenticeship funding on a sustainable footing and improve the technical and professional skills of the workforce.


We are supporting the growth of apprenticeships in all sectors by working with large and small businesses to begin or expand their programmes, setting new expectations for public sector bodies, and through public procurement. We are providing £85 million to extend the Apprenticeship Grant for Employers (AGE), which supports small businesses to take on apprentices, to the end of the 2016/17 academic year.


Employers in both of these specific sectors are heavily involved in designing new apprenticeship standards that fully meet their needs. Employers in the construction sector are involved in developing new apprenticeships standards in over 20 occupations, including site management and construction technician. Those in the advanced manufacturing and engineering sector are involved in developing new apprenticeship standards in over 30 occupations, including aerospace engineer and manufacturing engineer.

13th Jan 2016
To ask the Secretary of State for Business, Innovation and Skills, pursuant to the Answer of 12 January 2016 to Question 20474, which businesses have been in receipt of funding from the apprenticeship programme for the creation of apprenticeships in the retail and commercial enterprise sector subject area.

Funding for training against apprenticeship frameworks is provided to education and training providers and not allocated to businesses.


13th Jan 2016
To ask the Secretary of State for Business, Innovation and Skills, pursuant to the Answer of 12 January 2016 to Question 20474, whether any businesses in receipt of funding from the apprenticeship programme for the creation of apprenticeships in the retail and commercial enterprise sector subject area have employed staff using zero-hours contracts in the last two years.

We do not hold this information.


13th Jan 2016
To ask the Secretary of State for Business, Innovation and Skills, pursuant to the Answer of 12 January 2016 to Question 20474, whether any businesses in receipt of funding from the apprenticeship programme for the creation of apprenticeships in the retail and commercial enterprise sector subject area have participated in the Government's work experience programme for those on jobseeker's allowance.

We do not hold this information.


13th Jan 2016
To ask the Secretary of State for Business, Innovation and Skills, pursuant to the Answer of 12 January 2016 to Question 20474, how much funding has been allocated to apprenticeships in the retail and commercial enterprise sector subject area since 2010.

The table below shows estimated funding values for apprenticeships in the Retail and Commercial Enterprise sector subject areas between academic year 2009/10 and 2014/15.


Figures for estimated funding come from the Individualised Learner Record and provide an indication of the level of government funding. They should not be treated as actual spend, since spending is not reported by sector subject area.


Table 1: Estimated Funding for Apprenticeships in Retail and Commercial Enterprise, 2009/10 to 2014/15


Academic Year

Estimated Funding (£millions)

2009/10

179

2010/11

211

2011/12

230

2012/13

217

2013/14

212

2014/15

211


Notes:


1) Figures show estimated (notional) funding and should not be treated as actual spend.

3) Figures do not include estimated (notional) funding for LEOP, EOP or apprenticeship standards, which is not available

13th Jan 2016
To ask the Secretary of State for Business, Innovation and Skills, pursuant to the Answer of 12 January 2016 to Question 20474, what proportion of businesses which have been in receipt of funding from the apprenticeship programme for the creation of apprenticeships in the retail and commercial enterprise sector subject area (a) pay at least the living wage to employees under contract and (b) have paid at least the living wage to such employees since the beginning of the apprenticeship programme in 2010.

We do not hold this information.


8th Jan 2016
To ask the Secretary of State for Business, Innovation and Skills, what discussions the Government has had with the devolved administrations on increasing social mobility since May 2015.

The Government is committed to increasing social mobility throughout the UK. We hold regular discussions with the devolved administrations on a wide variety of topics many of which affect social mobility.


It should also be noted however, that many key levers for improving social mobility such as apprenticeships, traineeships and higher education have some degree of devolution across the UK and so policy decisions on these issues should be referred to the relevant devolved administration.

8th Jan 2016
To ask the Secretary of State for Business, Innovation and Skills, what assessment he has made of the implications for his polices of the conclusions of the Joseph Rowntree Foundation report, entitled Monitoring Poverty and Social Exclusion 2015, published in November 2015 that (a) the number of people working part-time who wish to work full-time is higher than in 2009 and (b) 600,000 people on temporary contracts want permanent contracts, compared to 400,000 people before the recession.

The Joseph Rowntree Foundation Report “Monitoring Poverty and Social Exclusion 2015” is one of a number of reports and surveys undertaken on the UK labour Market and Government considers them in the round with regard to Government policy. This report makes use of the Office for National Statistics data and Labour Force Survey which Government uses as a source of information.

16th Dec 2015
To ask the Secretary of State for Business, Innovation and Skills, whether Government subsidies and financial incentives to retail companies to encourage the creation of apprenticeships in the retail sector were given to companies known to use zero-hours or casual contract since 2010.

We do not hold this information.

16th Dec 2015
To ask the Secretary of State for Business, Innovation and Skills, pursuant to the Answer of 19 October 2015 to Question 11065, how many of the 2 million apprenticeships created in the last Parliament were in the (a) retail, (b) skilled labour and (c) construction sector.

Apprenticeships are categorised according to the Sector Subject Area of the Apprenticeship. Table 1 shows Apprenticeship starts between 1 May 2010 and 30 April 2015 by Sector Subject Area.

There is no Sector Subject Area for skilled labour.

Table 1: Apprenticeship Starts by Sector Subject between May 2010 and April 2015



Sector Subject Area

Total starts May 2010 to April 2015

Agriculture, Horticulture and Animal Care

35,900



Arts, Media and Publishing

6,100



Business, Administration and Law

712,200



Construction, Planning and the Built Environment

85,500



Education and Training

30,300



Engineering and Manufacturing Technologies

324,800



Health, Public Services and Care

538,300



Information and Communication Technology

79,000



Languages, Literature and Culture

-



Leisure, Travel and Tourism

81,900



Preparation for Life and Work

-



Retail and Commercial Enterprise

482,300



Science and Mathematics

1,400



Unknown

-



Total

2,377,500



Notes:




1) Source is the Individualised Learner Record

2) Figures are rounded to the nearest 100.

3) "-" represents a base value less than 50.

4) Q4 2009/10 covers May 2010 to July 2010; Q1-3 2014/15 covers August 2014 to April 2015; 2010/11, 2011/12, 2012/13 and 2013/14 academic years cover August to July.

16th Dec 2015
To ask the Secretary of State for Business, Innovation and Skills, what the value was of Government subsidies and financial incentives to retail companies to encourage the creation of apprenticeships in the retail sector since 2010.

Information on the value of apprenticeships funding allocation is not broken down by business type. Since May 2010, there have been 504,900 apprenticeship starts in the retail sector subject area.

In England, the Government provides funding for training where employers hire an apprentice and currently fully funds apprenticeship training for 16 -18 year olds and up to 50% of apprenticeship training for over 19s.

10th Dec 2015
To ask the Secretary of State for Business, Innovation and Skills, if he will make an assessment of the implications for his policies on social mobility of the findings of research by the Resolution Foundation, set out in its report, The Pinch, published in December 2015, on differences in household wealth between generations; and what steps the Government plans to take to address such differences.

I note the Resolution Foundation’s work published in December 2015.


This Government is focussed on securing economic prosperity, providing the foundations to support opportunity for all.


Through improved education, work chances, a fairer welfare system and a stronger economy we are aiming to help increase the standard of living for everyone in the UK.

10th Dec 2015
To ask the Secretary of State for Business, Innovation and Skills, what the implications are for his Department's policy of the analysis undertaken by the Resolution Foundation set out in its report, The Pinch, published on 10 December 2015, of (a) the effects of the financial events of the last 10 years on those aged 16 to 44 relative to those aged 55 to 64 and (b) the changes in that period in levels of real median weekly earnings across different cohorts of the population.

The financial crisis triggered the worst recession in living memory. However, GDP surpassed its pre-recession level in Q2 2013 and the UK’s economic recovery is now well established. Since 2010, on average, the UK has been the joint fastest growing economy in the G7 and the labour market has continued to make strong progress.


According to data from the Office for National Statistics (ONS), excluding full-time students under the age of 25, the employment rate of people aged 16-49 fell from 76.9% in the three months to May 2008 to a post-recession low of 74.0% in the three months to March 2010. Since mid-2011, the employment rate for this group has increased over time and the latest data shows that it reached a record high of 77.7% in the three months to October 2015.


While the recession had less of an impact on the employment rate of people aged 50-64, their current employment has also reached a record high for this group, of 70.0%.


The analysis in Resolution Foundation’s report you mention looked at real median weekly earnings of various cohorts over time. While not strictly cohort analysis, more recent cross-sectional data from the ONS’s Annual Survey of Hours and Earnings (ASHE) shows that the increase in nominal median gross weekly pay between April 2014 and April 2015 varied across age groups as follows[1]:

  • 16-17 year olds: 8.2%[2]
  • 18-21 year olds: 4.0%
  • 22-29 year olds: 3.2%
  • 30-39 year olds: 1.1%
  • 40-49 year olds: 2.6%
  • 50-59 year olds: 2.5%
  • 60+ year olds: 1.9%

CPI inflation over the same period was -0.1% in the year to April 2015.


Pay, and ultimately living standards are strongly linked to productivity. That is why the Government is working hard to boost productivity, and therefore wages, with the ambitious measures outlined in our Productivity Plan. Our higher pay, lower tax, lower welfare society is the route to raising living standards for everyone in the UK.


[1] Employees on adult rates of pay whose pay for the survey period was not affected by absence

[2] Figures for 16-17 year olds include employees not on adult rates of pay

3rd Dec 2015
To ask the Secretary of State for Business, Innovation and Skills, pursuant to the Answer of 20 October 2015 to Question 11169, what discussions the Government has had with the devolved administrations on the recommendation in the Social Mobility and Child Poverty Commission's report, State of the Nation 2014: Social Mobility and Child Poverty in Great Britain, published in October 2014, that unpaid internships should be eliminated by 2020.

No formal discussions on unpaid internships have taken place between the UK Government and the devolved administrations following the publication of the Social Mobility and Child Poverty Commission’s report in October 2014. The UK Government recognises that a number of the levers that can be used to influence social mobility are the responsibility of the devolved administrations, and we are keen to work closely with all partners to help improve social mobility across the United Kingdom.

3rd Dec 2015
To ask the Secretary of State for Business, Innovation and Skills, pursuant to the Answer of 19 October 2015 to Question 11065 and with reference to the Social Mobility and Child Poverty Commission's report, Downward Mobility, Opportunity Hoarding and the Glass Floor, published in June 2015, what discussions the Government has had with the devolved administrations on that report's findings that children from better-off families are hoarding opportunities in the education system and in the labour market.

There have been no discussions with devolved administrations specifically in relation to this report.

However, it should be noted that many key levers for improving social mobility such as apprenticeships, traineeships and higher education have some degree of devolution across the UK and so policy decisions on these issues should be referred to the relevant devolved administration.

30th Oct 2015
To ask the Minister for Women and Equalities, what assessment she has made of the implications for her policies of the finding of the Equality and Human Rights Commission in its report, Is Britain Fairer, published in October 2015, that there are persistent gender pay gaps among graduates.

The EHRC is an independent body, and its report ‘Is Britain Fairer?’ covers a five-year period 2008-13 across both the Labour and coalition governments. We welcome the positive areas of progress it refers to and note the challenges it raises. The information in the report will be used by the EHRC to help develop its next strategic plan, covering the period 2016-19.

30th Oct 2015
To ask the Minister for Women and Equalities, what assessment she has made of the implications for her policies of the findings of the Equality and Human Rights Commission in its report, Is Britain Fairer, published in October 2015, that (a) there are persistent gender pay gaps among graduates and (b) employment and earnings premiums among graduates are lower for women than for men.

The EHRC is an independent body, and its report ‘Is Britain Fairer?’ covers a five-year period 2008-13 across both the Labour and coalition governments. We welcome the positive areas of progress it refers to and note the challenges it raises. The information in the report will be used by the EHRC to help develop its next strategic plan, covering the period 2016-19.

30th Oct 2015
To ask the Secretary of State for Business, Innovation and Skills, what assessment he has made of the implications for his policies of the finding of the Equality and Human Rights Commission in its report, Is Britain Fairer, published in October 2015, that up to 2013 there was a decline in both earnings and full-time employment for younger workers, despite them being more likely to be better qualified than previous generations.

Since 2013 employment has risen by over a million people and the UK’s employment rate is at a record high. The Government is creating employment opportunities for all age groups. Since the first quarter of 2010, youth unemployment has fallen and 229,000 more young people are in employment.

Skills remain important for delivering better employment outcomes for younger workers. The lifetime benefits to apprentices are between £48,000 and £74,000 for Level 2 and between £77,000 and £117,000 for Level 3 Apprenticeships. The average graduate of higher education will earn over £100,000 more over their lifetime than a similar individual who completed their education with 2 or more A levels. The Government is therefore ensuring further and higher education providers are more responsive to the needs of employers, and that young people get the rights skills for the job market.

15th Oct 2015
To ask the Secretary of State for Business, Innovation and Skills, what the implications for his Department's policies are of the finding in the British Journal of Sociology that despite rising numbers of young people from non-traditional backgrounds coming through the higher education system, there is declining social mobility.

The findings of the British Journal of Sociology are principally drawn from data in the 1958 and 1970 British birth cohort studies and should be read in the context of other research into the benefits of higher education to individuals. Over their working life, the average graduate will earn comfortably over £100,000 more in today's valuation, net of tax, than a similar individual who completed their education with 2 or more A levels. By lifting the cap on student numbers, the Government is enabling more people than ever before to benefit from higher education.

15th Oct 2015
To ask the Secretary of State for Business, Innovation and Skills, what steps the Government (a) has taken and (b) plans to take in response to the finding of the Sutton Trust in its research brief entitled Private Pay Progression, published on 6 August 2015, that despite performing as well, if not better, at university, graduates from less privileged backgrounds are less likely to enter the professions.

The Government notes the report by the Sutton Trust and its conclusions in respect of graduates. Widening access to higher education is a high priority and the latest UCAS data shows that a record proportion of students from the most disadvantaged backgrounds will enter higher education this year. As well as increasing access to higher education, we will consult in the autumn on proposals for a Teaching Excellence Framework which will strengthen incentives for universities and colleges to focus on student retention and progression into work or further study. Through the Social Mobility Business Compact, Government is also working with around 190 employers to open up opportunities to candidates from all backgrounds.These employers have committed to adapt their outreach activities, their work experience programmes, and their recruitment processes to ensure that candidates from less privileged backgrounds are not excluded.

15th Oct 2015
To ask the Secretary of State for Business, Innovation and Skills, what the implications for his Department's policies are of the finding of the Social Mobility and Child Poverty Commission that children from advantaged social class backgrounds are four times more likely to be in a high hourly income group in adulthood than children from disadvantaged social class backgrounds.

I refer the hon. Member to the answer I gave on 19 October 2015 to Question UIN 11065.

9th Oct 2015
To ask the Secretary of State for Business, Innovation and Skills, what steps the Government has taken in response to the recommendation in the Social Mobility and Child Poverty Commission's report, State of the Nation 2014: Social Mobility and Child Poverty in Great Britain, published in October 2014, that unpaid internships should be eliminated by 2020.

The Government believes in fair wages for fair work and opportunity for all. When an intern meets the legal definition of a worker they must be paid at least the National Minimum Wage. We actively promote fair and open access to paid internships through the BIS-funded Graduate Talent Pool, and our Social Mobility Business Compact and Common Best Practice Code for High Quality Internships ask employers to ensure that any internships they offer are advertised openly and transparently and are paid fairly. We have also made it simpler to name and shame employers that do not comply with national minimum wage regulations and, in addition, complaints from interns are now fast-tracked by HMRC.

9th Oct 2015
To ask the Secretary of State for Business, Innovation and Skills, what steps the Government (a) has taken and (b) plans to take in response to the finding in the Institute for Public Policy Research's report, Why Interns Need a Fair Wage, published in July 2010, that the system of unpaid internships excludes young people who come from less well-off families and ensures that certain industries and professions continue to be dominated from particular backgrounds, perpetuating inequality and dampening opportunities for social mobility.

The Government believes in fair wages for fair work and opportunity for all. When an intern meets the legal definition of a worker they must be paid at least the National Minimum Wage. We actively promote fair and open access to paid internships through the BIS-funded Graduate Talent Pool, and our Social Mobility Business Compact and Common Best Practice Code for High Quality Internships ask employers to ensure that any internships they offer are advertised openly and transparently and are paid fairly. We have also made it simpler to name and shame employers that do not comply with national minimum wage regulations and, in addition, complaints from interns are now fast-tracked by HMRC.

9th Oct 2015
To ask the Secretary of State for Business, Innovation and Skills, with reference to the report by the Social Mobility and Child Poverty Commission, Downward mobility, opportunity hoarding and the glass floor, published in June 2015, what assessment he has made of the implications for his policies of that report's findings that children from better-off families are hoarding opportunities in the education system in the labour market.

This report by the Social Mobility and Child Poverty Commission raised some important issues around social mobility in the UK. As you will be aware the Government is concerned with this issue and plan to tackle this problem, as highlighted by the Prime Ministers’ Conference speech earlier this month.


I would like to highlight however, that this report was largely focused on a cohort of British children born in 1970. So while it is important in illustrating that social mobility in the UK has been poor for a long period of time it bears no reflection on the Government’s current policies.


Concerning current policies and their implications on social mobility it is clear that the achievement of over 2 million apprenticeships in the last parliament and the target of 3 million in this is helping to increase social mobility by providing young people with the skills they need in order to acquire professional careers. This policy alongside an increase in participation in higher education, helped by policies such as the removal of the student cap, has helped start to bridge the skills and educational gaps which were previously detrimental to social mobility.

9th Oct 2015
To ask the Secretary of State for Business, Innovation and Skills, what steps the Government (a) has taken and (b) plans to take in response to the finding on page 99 of the Final Report of the Panel on Fair Access to the Professions that internships operate as part of an informal economy where opportunities depend on personal contacts rather than ability.

The Government believes in fair wages for fair work and opportunity for all. When an intern meets the legal definition of a worker they must be paid at least the National Minimum Wage. We actively promote fair and open access to paid internships through the BIS-funded Graduate Talent Pool, and our Social Mobility Business Compact and Common Best Practice Code for High Quality Internships ask employers to ensure that any internships they offer are advertised openly and transparently and are paid fairly. We have also made it simpler to name and shame employers that do not comply with national minimum wage regulations and, in addition, complaints from interns are now fast-tracked by HMRC.

17th Sep 2015
To ask the Secretary of State for Energy and Climate Change, what steps she is taking to ensure that core UKCS Oil and Gas infrastructure is identified, supported and rendered fit-for-purpose for the long-term development of marginal fields and future significant fields off the west coast of Scotland, and for transportation and distribution around the UK.

The Oil and Gas Authority’s Call to Action report highlighted the risk that low profitability in producing fields could lead to premature decommissioning of critical infrastructure. It is important to avoid decommissioning for as long as possible and the OGA is as a priority working with companies to facilitate discussions, remove barriers to cooperation and encourage investment. In addition it is conducting rigorous economic assessments of key production hubs to explore the drivers of continued investment, including fiscal levers. Work is also taking place to facilitate the preparation of Regional Development Plans for critical regions of the North Sea, building on data provided by operators.

Andrea Leadsom
Parliamentary Under-Secretary (Department of Health and Social Care)
8th Sep 2015
To ask the Secretary of State for Energy and Climate Change, what experience the consultants employed to produce the Feed-in-Tariff rates published in the current Feed-in-Tariff consultation have of working in the solar power industry.

WSP Parsons Brinckerhoff were appointed by the Department of Energy and Climate Change following an open competition through the Crown Commercial Services Framework. The requirement was to update cost assumptions across all technologies eligible for the UK Feed-in Tariffs (FITs). This is work which the company already has experience of carrying out, having been involved in updating cost assumptions for FITs in 2012.

Specifically in relation to solar, members of the WSP Parsons Brinckerhoff project team were able to demonstrate experience of working directly with solar PV projects, developing and managing them at all stages of their lifecycle. As part of the work that they carried out, WSP Parsons Brinckerhoff also engaged directly with a number of key actors in the solar industry.

Andrea Leadsom
Parliamentary Under-Secretary (Department of Health and Social Care)
4th Sep 2015
To ask the hon. Member for Broxbourne, representing the Speaker's Committee for the Independent Parliamentary Standards Authority, how IPSA measures levels of productivity of its staff.

IPSA's Corporate Plan identifies Key Performance Indicators (KPIs) and associated targets, each of which is the responsibility of a senior manager. Performance against KPIs is measured and reported monthly to IPSA’s Senior Management Team (SMT) and the Board and published on IPSA's website. Operational performance targets for the financial year are contained within IPSA's Annual Report and Accounts, which are also published on IPSA's website.

Further information on IPSA’s performance can be found in the Corporate Plan, available on IPSA’s website.

Staff capacity, performance and welfare, as well as comprehensive financial management information, are measured and reported monthly to IPSA’s SMT and the Board as part of our KPIs. From this IPSA is able to identify any issues regarding productivity, efficiency or cost and address them accordingly.

All IPSA employees have performance objectives, which are aligned with IPSA’s Corporate Plan. Employees are managed against their objectives, including through formal quarterly reviews to ensure performance and productivity are satisfactory.

A staff engagement survey is also undertaken each year, which identifies any issues of concern which may affect staff productivity.

To ensure IPSA continues to increase both efficiency and productivity it measures performance against our Key Performance Indicators (KPIs). This activity enables IPSA to identify any issues and put relevant plans in place to ensure that productivity continues to improve.

4th Sep 2015
To ask the hon. Member for Broxbourne, representing the Speaker's Committee for the Independent Parliamentary Standards Authority, what steps IPSA has taken to increase the productivity of its staff.

IPSA's Corporate Plan identifies Key Performance Indicators (KPIs) and associated targets, each of which is the responsibility of a senior manager. Performance against KPIs is measured and reported monthly to IPSA’s Senior Management Team (SMT) and the Board and published on IPSA's website. Operational performance targets for the financial year are contained within IPSA's Annual Report and Accounts, which are also published on IPSA's website.

Further information on IPSA’s performance can be found in the Corporate Plan, available on IPSA’s website.

Staff capacity, performance and welfare, as well as comprehensive financial management information, are measured and reported monthly to IPSA’s SMT and the Board as part of our KPIs. From this IPSA is able to identify any issues regarding productivity, efficiency or cost and address them accordingly.

All IPSA employees have performance objectives, which are aligned with IPSA’s Corporate Plan. Employees are managed against their objectives, including through formal quarterly reviews to ensure performance and productivity are satisfactory.

A staff engagement survey is also undertaken each year, which identifies any issues of concern which may affect staff productivity.

To ensure IPSA continues to increase both efficiency and productivity it measures performance against our Key Performance Indicators (KPIs). This activity enables IPSA to identify any issues and put relevant plans in place to ensure that productivity continues to improve.

4th Sep 2015
To ask the hon. Member for Broxbourne, representing the Speaker's Committee for the Independent Parliamentary Standards Authority, in how many instances IPSA has suspended the credit card of an hon. Member.

IPSA’s role is to regulate MPs’ business costs and expenses and to provide assurance that public funds are properly and effectively scrutinised. As a normal part of our operations, IPSA may, on occasion, limit the use of MPs’ payment cards for a short period. This may not necessarily entail a suspension of the card.

By analysing MPs’ spending against their annual budgets, IPSA uses this routine action as one of various preventative financial controls to limit each MP’s exposure to financial liability and to assist in ensuring their compliance with the MPs’ Scheme of Business Costs and Expenses. Their card use may also be limited in the event of a delay to the monthly reconciliation process.

In addition, IPSA sometimes makes amendments to an MP’s payment card account, including by limiting the card’s use, at the request of the cardholder, such as when a card is lost or the MP leaves Parliament

4th Sep 2015
To ask the hon. Member for Broxbourne, representing the Speaker's Committee for the Independent Parliamentary Standards Authority, how IPSA measures how efficient its processes are for hon. Members and their staff to register expenses.

IPSA's Corporate Plan identifies Key Performance Indicators (KPIs) and associated targets, each of which is the responsibility of a senior manager. Performance against KPIs is measured and reported monthly to IPSA’s Senior Management Team (SMT) and the Board and published on IPSA's website. Operational performance targets for the financial year are contained within IPSA's Annual Report and Accounts, which are also published on IPSA's website.

Further information on IPSA’s performance can be found in the Corporate Plan, available on IPSA’s website.

Staff capacity, performance and welfare, as well as comprehensive financial management information, are measured and reported monthly to IPSA’s SMT and the Board as part of our KPIs. From this IPSA is able to identify any issues regarding productivity, efficiency or cost and address them accordingly.

All IPSA employees have performance objectives, which are aligned with IPSA’s Corporate Plan. Employees are managed against their objectives, including through formal quarterly reviews to ensure performance and productivity are satisfactory.

A staff engagement survey is also undertaken each year, which identifies any issues of concern which may affect staff productivity.

To ensure IPSA continues to increase both efficiency and productivity it measures performance against our Key Performance Indicators (KPIs). This activity enables IPSA to identify any issues and put relevant plans in place to ensure that productivity continues to improve.

4th Sep 2015
To ask the hon. Member for Broxbourne, representing the Speaker's Committee for the Independent Parliamentary Standards Authority, what plans IPSA has to measure the average number of working hours spent by hon. Members and their staff per month on registering expenses with IPSA.

IPSA carries out an Annual User Survey which seeks to identify, amongst other measures, the hours per month that MPs and their staff spend making expenses claims. The key findings from these surveys are published on IPSA’s website.

4th Sep 2015
To ask the hon. Member for Broxbourne, representing the Speaker's Committee for the Independent Parliamentary Standards Authority, if IPSA will consult the Scottish Parliament Corporate Body on making its processes more efficient.

The MPs’ Scheme of Business Costs and Expenses (‘the Scheme’) is reviewed on a regular basis to ensure the rules (and the supporting processes) remain fair and workable. In doing so, IPSA always consult the public, MPs, MPs’ staff and other interested parties, including the Scottish Parliament, whomthe Chief Executive of IPSA, Marcial Boo,met with most recently in August 2015.

4th Sep 2015
To ask the hon. Member for Broxbourne, representing the Speaker's Committee for the Independent Parliamentary Standards Authority, what steps IPSA has taken to make its processes more efficient for hon. Members and their staff.

IPSA provides financial support to enable MPs to perform their parliamentary and constituency work. We aim to do this as efficiently as possible and to minimise the burden on MPs, consistent with our duty to assure the public that all MPs’ business costs are legitimate, supported by evidence and subsequently published.

IPSA took a number of steps in 2014-15 to achieve this objective. This included expanding the use of the payment card, permitting MPs to use the card for any eligible cost under the MPs’ Scheme of Business Costs and Expenses (‘the Scheme’) and providing additional telephone support by opening our phone lines from 10am till 5pm, including over the weekend during the General Election, to ensure that MPs could get help and assistance as and when they needed it.

IPSA have also provided more training for MPs and their staff on our system and have participated in roadshows and seminars across the country to meet MPs’ staff and explain how our rules and systems operate. IPSA have also held drop-in sessions at Portcullis House for MPs and their staff.

All these measures have help to reduce the time that MPs and their staff spend making claims. IPSA are now undertaking a more wide-ranging review of both IT and business services to see where further efficiencies can be made, and to continue to improve the support that it provides to MPs and their staff.

21st Jul 2015
To ask the Secretary of State for Energy and Climate Change, what the implications are for her Department's policy of the findings relating to the overcharging of customers set out in the summary report of the investigation being undertaken by the Competition and Markets Authority into the energy market in Great Britain published on 7 July 2015.

The Competition and Markets Authority (CMA) published the Provisional Findings from their investigation into the energy markets in July alongside a notice of possible remedies to address the issues identified; their final report is not expected until December 2015. This Government is committed to implementing the recommendations the CMA will set out in their Final Report, but in the meantime we will continue our focus on keeping bills down through promoting competition, making switching quicker and easier, and providing direct help to the most vulnerable.

Andrea Leadsom
Parliamentary Under-Secretary (Department of Health and Social Care)
16th Jul 2015
To ask the Rt. Hon. Member for Carshalton and Wallington representing the House of Commons Commission, if the Commission will take steps to allow door-keeping staff a summer uniform made from lighter materials to reduce discomfort in hot weather.

Doorkeeping staff who perform a variety of outside and inside duties have a range of uniforms to wear as appropriate. Senior Doorkeepers who exclusively perform inside duties, and predominantly around the Chamber (which has cooling), have one uniform. These uniforms are 'bespoke' and to provide a second uniform would have considerable resource implications. The Serjeant at Arms has not received any requests from the Doorkeeping staff to either create a summer version of the uniform or to 'dress down' during hotter weather.

1st Jul 2015
To ask the Secretary of State for Business, Innovation and Skills, what financial targets the Green Investment Bank (a) achieved and (b) missed in the last financial year.

Details of UK Green Investment Bank plc’s performance against its key performance indicators in 2014/15 are set out in the company’s annual report and accounts which were published in June.

1st Jul 2015
To ask the Secretary of State for Business, Innovation and Skills, which investment bank or banks his Department has had discussions with on the proposed privatisation of the Green Investment Bank.

My Department is receiving financial advice on the proposed transaction from Bank of America Merrill Lynch (BAML) and Herbert Smith Freehills are providing legal advice. UK Green Investment Bank plc (GIB) is separately receiving its own financial advice from UBS and legal advice from Slaughter & May.

The detail of discussions with potential investors is commercially confidential but I can confirm that GIB, UBS and BAML have had initial discussions with a number of institutional investors to test the likely level of interest in acquiring a stake in GIB. As a result, we believe the time is now right to explore the scope for a sale. We will only proceed with a transaction if satisfied it delivers value for money to the taxpayer.

7th Oct 2016
To ask the Minister for the Cabinet Office, what statistics are held by the Government relating to incidences of unpaid trial shifts since May 2010 relating to (a) individuals not claiming benefits and (b) people under 25 years old.

The information requested falls within the responsibility of the UK Statistics Authority. I have asked the Authority to reply.

5th Feb 2016
To ask the Minister for the Cabinet Office, whether any proposed special advisers have failed security vetting since May 2010.

It has been the policy of successive governments not to comment about the individuals subject to security vetting.

5th Feb 2016
To ask the Minister for the Cabinet Office, what his Department's policy is on when to inform Parliament about changes to pay grades of special advisers in any ministerial department.

Annually.

5th Feb 2016
To ask the Minister for the Cabinet Office, how often his Department publishes details of special advisers and their pay grades during a Parliament.

Annually.

4th Sep 2015
To ask the Minister for the Cabinet Office, what proportion of crimes are committed while the offender is under the influence of (a) alcohol and (b) Class A drugs.

The information requested falls within the responsibility of the UK Statistics Authority. I have asked the Authority to reply.

1st Dec 2016
To ask the Secretary of State for Business, Energy and Industrial Strategy, what representations he has received on the reasons for the recent collapse of Hewden; and if he will make a statement.

We have received no representations on the reasons for Hewden entering administration.

But we recognise this is a very uncertain time for Hewden employees and their families; and it is positive that some business units have been sold and jobs secured. The Department for Work and Pensions are in contact with the administrators, the redundancy factsheet has been issued to all those affected and Job Centre Plus will help those affected move into new jobs as quickly as possible.

29th Nov 2016
To ask the Secretary of State for Business, Energy and Industrial Strategy, what discussions he has had with Ofgem on customers of GB Energy Supply who will be given a new energy supplier due to that company ceasing trading.

On 30 November Ofgem appointed Co-operative Energy to take on GB Energy Supply’s customers. Co-operative Energy is honouring the current contracts and prices of GB Energy Supply’s customers. This applies to customers on fixed deals and on standard variable tariffs. Co-operative Energy will also honour all outstanding credit balances for households who are owed money by GB Energy Supply.

The appointment of Co-operative Energy follows a competitive process run by Ofgem to get the best deal possible for customers. The Government will continue to work closely with Ofgem to ensure that consumers’ interests are being protected.

7th Oct 2016
To ask the Secretary of State for Business, Energy and Industrial Strategy, what workplace protection is in place for young people under the age of 25 to protect them from exploitation by their employer.

In 2015, the Advisory, Conciliation and Arbitration Service (Acas) launched new advice for employers to help ensure they are fully aware of their obligations in respect of young workers. There are key protections for young workers in the following areas:

  • Amount of time off each week: younger workers are entitled to two days off per week (over 18 years of age) in the Working Time Regulations;
  • Pay rate: most workers over school leaving age (16+) will be entitled to receive the National Minimum Wage or the National Living Wage.
  • Hours worked: younger workers will not normally work more than 8 hours a day or 40 hours a week;
  • Work-based training: young people must stay in education or training at least part-time, until they are 18 years old. Work-based training such as apprenticeships needs to be more than 20 hours a week; and
  • Night work: under 18 year olds are not usually allowed to work at night but exceptions can apply in some circumstances. Any employer has a duty to familiarise themselves fully with the guidance on this.
20th Jun 2016
To ask the Secretary of State for Business, Innovation and Skills, how much has been spent on television advertising for the Government's apprenticeship programme in each year since 2006.

The Government has spent the following amounts on TV media to advertise apprenticeships in the financial years since 2006.

These costs are exclusive of VAT.

2006/7

£0

2007/8

£0

2008/9

£2,764,557

2009/10

£0

2010/11

£0

2011/12

£0

2012/13

£0

2013/14

£0

2014/15

£927,287

2015/16

£0

2016/17

£1,499,997 (spend to 23 June 2016)



25th Apr 2016
To ask the Secretary of State for Business, Innovation and Skills, with reference to Skills Funding Agency statistics on Apprenticeship Achievements by framework code, level and gender, 2002-03 to 2013-14, what assessment he has made of the implications for his policies of the reduction in the proportion of engineering apprenticeships which were undertaken by women between 2002 and 2014.

The proportion of apprenticeship starts by women on the Engineering apprenticeship framework in England decreased from 4.6 per cent in 2002/03 to 3.8 per cent in 2013/14. The volume of apprenticeship starts on this framework by women actually increased by over ten percent over this period, but there was a larger proportionate increase in male apprentices in this period.

We are encouraging more young women to enter science and engineering careers, including apprenticeships. The annual Tomorrow’s Engineers Week (TEWeek) acts a focal point to encourage them to consider a career in engineering. The Your Life campaign inspires young people to study maths and physics as a gateway to STEM careers. The STEM Ambassadors programme is a network of over 28,000 volunteers working with schools across the UK, 40% of whom are women.

We are taking action to support the growth of apprenticeships in all areas to meet our commitment to 3 million apprenticeship starts in England by 2020. We will launch a new communications campaign in May aimed at promoting the benefits of apprenticeships. Our promotional campaigns include role models of successful female apprentices in sectors where they are under-represented.