Written questions by Bedford.

What role the voluntary and community sector will have in delivering the Neighbourhood Cancer Care model in the National Cancer Plan.

The National Cancer Plan will seek to foster improved collaboration with the voluntary and community sector. We are committed to moving towards a Neighbourhood Health Service, with more care delivered locally to create healthier communities, spot problems earlier, and to support people to stay healthier and maintain their independence for longer.Neighbourhood Health Guidelines have been published alongside the 2025/26 NHS Operational Planning Guidance, and the 2025/26 Better Care Fund policy framework, to help integrated care boards, local authorities, and health and care providers to continue to progress neighbourhood health in 2025/26, in advance of the publication of the 10-Year Health Plan. NHS England has also recently published case studies alongside this, setting out examples of existing good practices, on 5 March 2025. The full vision for the health system will be set out in the 10-Year Health Plan. The National Cancer Plan will be published later this year, following the 10-Year Health Plan.

How many permanent civil servants in his Department had their contract of employment terminated as a result of poor performance in the (a) 2022-23, (b) 2023-24 and (c) 2024-25 financial years.

No permanent civil servants working in the Scotland Office had their contract of employment terminated as a result of poor performance in the (a) 2022-23, (b) 2023-24 and (c) 2024-25 financial years.

Commonwealth and Development Affairs, how many permanent civil servants in his Department had their contract of employment terminated as a result of poor performance in the (a) 2022-23, (b) 2023-24 and (c) 2024-25 financial years.

In financial years 2022/23 and 2023/24 fewer than five permanent Civil Servants were dismissed due to poor performance, and in 2024/25 there were five dismissals.

Whether she has made representations to the Court of Appeal on the unduly lenient sentencing of those convicted of causing the death of Bhim Kohli.

The Law Officers have 28 days from the date of sentence to consider any requests received under the Unduly Lenient Sentence scheme for referral of a sentence to the Court of Appeal. I can confirm my department has received such referral requests in relation to the sentencing of two youths responsible for causing the death of Bhim Kohli. The deadline for any referral to the Court of Appeal is 3 July 2025. The hon. Member will be informed in due course of the Law Officers’ decision.

How many permanent civil servants had their contract of employment terminated as a result of poor performance in the (a) 2022-23, (b) 2023-24 and (c) 2024-25 financial years.

In the Attorney General’s Office, no permanent civil servants had their contract of employment terminated as a result of poor performance in the (a) 2022-23, (b) 2023-24 and (c) 2024-25 financial years.

How many permanent civil servants in her Department had their contract of employment terminated as a result of poor performance in the (a) 2022-23, (b) 2023-24 and (c) 2024-25 financial years.

In 2024-25, 24 Home Office employees were dismissed for poor performance.Prior to April 2024 dismissals for poor performance were included for data collection purposes in a broader category of efficiency dismissals, so figures for poor performance dismissals are not available prior to that date.

How many permanent civil servants in his Department had their contract of employment terminated as a result of poor performance in the (a) 2022-23, (b) 2023-24 and (c) 2024-25 financial years.

We have provided the information requested in the table below Financial YearCount of Permanent Civil Servants dismissed for Unsatisfactory Performance /Unsatisfactory Work Performance2022-23172023-24222024-2537

How many permanent civil servants in her Department had their contract of employment terminated as a result of poor performance in the (a) 2022-23, (b) 2023-24 and (c) 2024-25 financial years.

When numbers are so small that individuals could be identified, identifying details are masked to protect their privacy. Data on dismissals for poor performance is held in anonymised form without details of whether employees are permanent or temporary. Dismissals during probation for poor performance have also been included in the data. Based on this data our response is as follows:(a) 2022-23 Fewer than five(b) 2023-24 Fewer than five(c) 2024-25 Fewer than five

How many permanent civil servants in his Department had their contract of employment terminated as a result of poor performance in the (a) 2022-23, (b) 2023-24 and (c) 2024-25 financial years.

As the start date of this request (6th April 2022) pre-dates the formation of DBT (7th February 2023), information in scope of this request would include data captured by DBT's predecessor, Department for International Trade (DIT).The number of permanent civil servants who had their contract of employment terminated as a result of poor performance can be found in the table.Financial YearTotal Number2022-2023<52023-2024<52024-2025<5

How many permanent civil servants in her Department had their contract of employment terminated as a result of poor performance in the (a) 2022-23, (b) 2023-24 and (c) 2024-25 financial years.

The Department’s HR system shows the total number of permanent Civil Servants leaving the Ministry of Justice recorded as ‘Dismissal – Unsatisfactory Work Performance’, as 18 in the financial year 2022-2023, 27 in year 2023-2024, and 31 in year 2024-2025.

How many permanent civil servants in her Department had their contract of employment terminated as a result of poor performance in the (a) 2022-23, (b) 2023-24 and (c) 2024-25 financial years.

Based on the case records held on the Civil Service HR (CSHR) Casework “Casework Management Application” (CMA) database, the number of DfTc staff dismissed due to ‘Managing Poor Performance’ or for Poor Performance whilst on Probation are in the attached table.

How many permanent civil servants in his Department had their contract of employment terminated as a result of poor performance in the (a) 2022-23, (b) 2023-24 and (c) 2024-25 financial years.

During the period from the start of the 2022/23 financial year until the end of the 2024/25 financial year, the Department has dismissed five individuals for poor performance. We are unable to provide further information about specific years due to the low numbers involved in each year, which could lead to the identification of individuals.

How many permanent civil servants in his Department had their contract of employment terminated as a result of poor performance in the (a) 2022-23, (b) 2023-24 and (c) 2024-25 financial years.

No permanent Civil Servants in my Department had their contract of employment terminated as a result of poor performance in the 2022-23, 2023-24, or 2024-25 financial years.

How many permanent civil servants in his Department had their contract of employment terminated as a result of poor performance in the (a) 2022-23, (b) 2023-24 and (c) 2024-25 financial years.

Human Resources data for Energy Security and Net Zero has been available from September 2023. Since then, the Department dismissed 5 permanent employees in 2023-24 and 6 permanent employees in 2024-25 as a result of issues relating to poor performance.

How many permanent civil servants in his Department had their contract of employment terminated as a result of poor performance in the (a) 2022-23, (b) 2023-24 and (c) 2024-25 financial years.

The information requested is outlined in the table below: Financial Year Total2022-23252023-24452024-2551Grand Total 121 Please note that the data in this table is from 1 April 2022 to 31 March 2025 and that ‘dismissal performance’ was marked as the reason for dismissal.

Media and Sport, how many permanent civil servants in her Department had their contract of employment terminated as a result of poor performance in the (a) 2022-23, (b) 2023-24 and (c) 2024-25 financial years.

From 1st April 2022 - 31st March 2025 there were seven dismissals. Of this total there were less than five poor performance dismissals that occurred between April 2023- March 2024.We are unable to provide the precise number of poor performance dismissals because this would constitute a breach of the Data Protection Act, this is because the information relates to someone other than the data subjects and the risk of individuals becoming identifiable where case numbers are 5 or less.

Communities and Local Government, how many permanent civil servants in her Department had their contract of employment terminated as a result of poor performance in the (a) 2022-23, (b) 2023-24 and (c) 2024-25 financial years.

The department has 5 or less performance-based dismissals or terminations for each financial year stated.

How many permanent civil servants in her Department had their contract of employment terminated as a result of poor performance in the (a) 2022-23, (b) 2023-24 and (c) 2024-25 financial years.

The department does not hold a central dataset of the reasons for a dismissal in respect of those years.

Food and Rural Affairs, how many permanent civil servants in his Department had their contract of employment terminated as a result of poor performance in the (a) 2022-23, (b) 2023-24 and (c) 2024-25 financial years.

We have, after careful consideration, withheld Defra, Animal and Plant Health Agency and Rural Payment Agency data for the 2022-2023 and 2023-2024 financial years. This is because the numbers of employees are low, and the information constitutes personal data making it possible to identify these individuals if the information was released.

What assessment he has made of the adequacy of the transparency of the House of Lords Appointments Commission.

The House of Lords Appointments Commission is an independent, advisory non-departmental public body. The Commission publishes an Annual Report on its website, the most recent of which was published on 14 May, along with other information about the Commission’s activity and processes.