English: Thank you for the series of questions. I think some of that was slightly outside of where we are with 'Train. Work. Live.', but I'll do my best to respond to the points today and I'm pretty sure that, with debates on nursing tomorrow and potentially in the future, there will be plenty of opportunities to talk about workforce. On male nursing, we won't have the figures until at least the end of this year and into next year to see if there's a trend, and, interestingly, this is an issue of concern both to the Royal College of Nursing and, indeed, Unison as well, where they've had particular issues about wanting to see nursing as a career for men, because the traditional images of nurses are women and then, for all the Charlie Fairheads, there are lots of others in terms of our regular depiction of the nursing workforce. So, there is a challenge there, and, as you say, it was a deliberate choice to pick a male nurse to head up the recruitment campaign last year, but I think it would be an unfair challenge to set to say that there should be a significant turnaround within one year, because we're dealing with a cultural turnaround to be required, but it's important we're deliberately trying to address it. And, again, in terms of your point about learning from the Scots and attracting people to careers in the NHS, I'm happy to take good ideas from where they come from. If they're effective, I'm interested in how we could adapt and adopt them here in Wales rather than to try to point out how and why they couldn't work. And ideas that work within the context of the UK family of nations are much more likely to be adapted and adopted within Wales because of the similarities within our systems. So, I genuinely remain curious and interested in what other UK nations are doing in the face of broadly similar challenges. We should also have more information at the end of this year on some of the information on the return to nursing work and the trends that we see. So, there's a challenge in understanding what we do so that people return to a career in the NHS if they've left, but also how we retain some of those people who would otherwise leave, and that is something about some of the working patterns that we have. It's also something about the flexibility we want to see in the workforce as well, because some people may want to carry on working on a part-time basis. Now, what I don't want to do is to get into an artificial exercise of saying, 'Well, even though our nursing numbers have gone up by a net amount, when you think about it, it's gone up by more because we've kept people in who would otherwise have gone.' I don't think that's very helpful. But I do want to be able to set out how much more could we do with the flexibility we want to offer to keep people in the national health service, regardless of whether they are porters, admin workers or nurses or otherwise. On the agency spend, look, part of this is the reality of wanting to roll out the legislation that we have done, when you think about wanting to have adequate staffing across the workforce, the ability to flex and deliver that, particularly with the challenges we've had with recruitment - . Because we can't ignore the reality that about 90 per cent of nurses who were otherwise registering on the NMC who registered in Europe are no longer coming. That puts big pressure on the nursing workforce we've already got. We know, within the western world more generally, there is pressure on nursing numbers. So, actually, regularising our ability to recruit and retain nurses from Europe is a big part of what we want to do, as well as international recruitment as well. But that is in the hands of the voters and others in the coming weeks about what our future relationship will be. But the significant investment in nurse training is to make it clear it's not just about recruiting from other people's countries, it is, actually, about training our own, who are much more likely to stay. Because nurses who go into the workforce tend to already have responsibilities and ties to an area, and that is not the same in other parts of the recently graduated workforce. In terms of your point about the diagnostic workforce, you can expect to see some of that within the joint workforce strategy, but I think you'll see more of that as I come back to talk not just about the cancer workforce but more specifically about diagnostics as an area. In terms of retaining our existing GPs, we've got a range of work that I've regularly spoken about on reforming the contract, on the work on resolving indemnity in the short Bill that is in front of the Assembly right now. The challenge is on wanting to recruit people in and it to be done successfully, and a big part of it is actually about having more training practices. And that is something that GPs have told me, and HEIW themselves, would help them to want to sign up to stay within the health service system as well, within the national health service. In terms of the reform agenda, though, it's important that they're able to see something's being done to general practice, because lots of that reform is being driven by people in the service. At the national primary care conference, one of the most impressive parts of it was to look at the cluster handbook that has been provided, where each cluster talks about what it is choosing to do and the leadership from general practice, working with others. And it's not because I have told them specifically what they should do - there's much greater ownership and ideas and innovation that's coming together. When I met the cluster leads in two particular meetings, I was really impressed by some of the enthusiasm to own some of the challenges and to come up with answers from them. Because, as you and I know, sadly, it's the case that, whatever speeches I may make, people don't always believe that a politician is the person they should listen to on how they should improve their job within the service. They are prepared to listen to their peers who are delivering the future already. And that is the encouraging part: the future's here already in other parts of the system here in Wales. Our challenge is how we share that and deliver that more consistently. But I look forward to being able to do that.
Welsh: Diolch am y gyfres o gwestiynau. Rwy'n credu bod rhywfaint o hynny ychydig y tu allan i ble'r ydym ni o ran 'Hyfforddi. Gweithio. Byw', ond fe wnaf fy ngorau i ymateb i'r pwyntiau heddiw ac rwy'n eithaf sicr, gyda dadleuon ar nyrsio yfory ac o bosibl yn y dyfodol, y bydd digon o gyfleoedd i siarad am y gweithlu. O ran nyrsio gwrywaidd, ni chawn y ffigurau tan o leiaf diwedd y flwyddyn hon ac i mewn i'r flwyddyn nesaf i weld a oes tuedd, ac, yn ddiddorol, mae hyn yn peri pryder i'r Coleg Nyrsio Brenhinol ac, yn wir, i Unsain hefyd, lle maen nhw wedi cael problemau penodol ynghylch dymuno gweld nyrsio fel gyrfa i ddynion, oherwydd menywod yw'r delweddau traddodiadol o nyrsys ac yna, er gwaetha'r holl Charlie Fairheads, mae llawer o rai eraill o ran ein portread rheolaidd o'r gweithlu nyrsio. Felly, mae her yn y fan honno, ac, fel y dywedwch chi, roedd hi'n ddewis bwriadol i ddewis nyrs wrywaidd i arwain yr ymgyrch recriwtio y llynedd, ond credaf y byddai'n her annheg i'w gosod drwy ddweud y dylid cael newid sylweddol o fewn un flwyddyn, oherwydd rydym ni'n ymdrin â'r angen am newid diwylliannol, ond mae'n bwysig ein bod ni'n ceisio mynd i'r afael ag ef yn fwriadol. Ac, eto, o ran eich pwynt ynglŷn â dysgu oddi wrth yr Albanwyr a denu pobl i yrfaoedd yn y GIG, rwy'n hapus i gymryd syniadau da o ble maen nhw'n dod. Os ydyn nhw'n effeithiol, mae gen i ddiddordeb yn y ffordd y gallem ni eu haddasu a'u mabwysiadu yma yng Nghymru yn hytrach na cheisio nodi sut a pham na allen nhw weithio. Ac mae syniadau sy'n gweithio yng nghyd-destun y teulu o genhedloedd yn y DU yn llawer mwy tebygol o gael eu haddasu a'u mabwysiadu yng Nghymru oherwydd y tebygrwydd o fewn ein systemau. Felly, rwyf wir yn dal yn chwilfrydig ac yn ymddiddori yn yr hyn y mae gwledydd eraill y DU yn ei wneud yn wyneb heriau gweddol debyg. Dylai fod gennym ni fwy o wybodaeth ar ddiwedd y flwyddyn hefyd ynghylch rhywfaint o'r wybodaeth am ddychwelyd i waith nyrsio a'r tueddiadau a welwn ni. Felly, mae her o ran deall yr hyn a wnawn ni fel bod pobl yn dychwelyd i yrfa yn y GIG os ydynt wedi gadael, ond hefyd sut yr ydym yn cadw rhai o'r bobl hynny a fyddai'n gadael fel arall, ac mae a wnelo hynny â rhai o'r patrymau gwaith sydd gennym ni. Mae a wnelo hynny hefyd â'r hyblygrwydd yr ydym ni eisiau ei weld yn y gweithlu, oherwydd efallai y bydd rhai pobl eisiau parhau i weithio'n rhan amser. Nawr, yr hyn nad ydw i eisiau ei wneud yw mabwysiadu agwedd artiffisial a dweud, 'Wel, er bod ein niferoedd nyrsio wedi codi'n net, wrth feddwl am y peth, mae wedi cynyddu mwy oherwydd ein bod wedi cadw pobl a fyddai fel arall wedi mynd.' Dydw i ddim yn credu bod hynny'n ddefnyddiol iawn. Ond rwyf eisiau nodi faint yn fwy y gallem ei wneud gyda'r hyblygrwydd yr ydym eisiau ei gynnig i gadw pobl yn y Gwasanaeth Iechyd Gwladol, boed yn borthorion, yn weithwyr gweinyddol neu'n nyrsys neu'n weithwyr eraill. O ran gwariant ar asiantaethau, edrychwch, rhan o hyn yw'r realiti o fod eisiau cyflwyno'r ddeddfwriaeth yr ydym ni wedi ei llunio, pan rydych yn meddwl am ddymuno cael niferoedd digonol o staff ar draws y gweithlu, y gallu i addasu a chyflawni hynny, yn enwedig gyda'r heriau a gawsom ni o ran recriwtio - . Oherwydd ni allwn ni anwybyddu'r realiti nad yw tua 90 y cant o nyrsys a oedd fel arall yn cofrestru ar yr NMC a gofrestrodd yn Ewrop bellach yn dod yma. Mae hynny'n rhoi pwysau mawr ar y gweithlu nyrsio sydd gennym ni eisoes. Gwyddom, yn y byd gorllewinol yn fwy cyffredinol, fod pwysau ar niferoedd nyrsio. Felly, mewn gwirionedd, mae ein gallu i recriwtio a chadw nyrsys o Ewrop yn rhan fawr o'r hyn yr ydym ni eisiau ei wneud, yn ogystal â recriwtio rhyngwladol. Ond mae hynny yn nwylo'r pleidleiswyr ac eraill yn yr wythnosau nesaf ynghylch beth fydd ein perthynas yn y dyfodol. Ond bwriad y buddsoddiad sylweddol mewn hyfforddiant nyrsys yw ei gwneud hi'n glir ei fod yn golygu mwy na dim ond recriwtio o wledydd eraill, mae'n ymwneud, mewn gwirionedd, â hyfforddi ein nyrsys ein hunain, sy'n llawer mwy tebygol o aros. Oherwydd mae nyrsys sy'n mynd i'r gweithlu yn tueddu i fod â chyfrifoldebau a chysylltiadau ag ardal eisoes, ac nid yw hynny yr un fath mewn rhannau eraill o'r gweithlu a raddiodd yn ddiweddar. O ran eich pwynt am y gweithlu diagnostig, gallwch ddisgwyl gweld rhywfaint o hynny yn y strategaeth gweithlu ar y cyd, ond rwy'n credu y byddwch yn gweld mwy o hynny wrth imi ddychwelyd i sôn nid yn unig am y gweithlu canser ond yn fwy penodol am ddiagnosteg fel maes. O ran cadw ein meddygon teulu presennol, mae gennym ni ystod o waith yr wyf wedi siarad amdano'n rheolaidd ar ddiwygio'r contract, am y gwaith ar ddatrys indemniad yn y Bil byr sydd gerbron y Cynulliad ar hyn o bryd. Mae'r her yn ymwneud â'r awydd i recriwtio pobl a gwneud hynny'n llwyddiannus, ac mae a wnelo rhan fawr ohono â chael mwy o bractisau hyfforddi mewn gwirionedd. Ac mae hynny'n rhywbeth y mae meddygon teulu wedi dweud wrthyf, a byddai AaGIC eu hunain eisiau eu helpu i fod ag awydd i ymrwymo i aros yn y system gwasanaeth iechyd hefyd, yn y gwasanaeth iechyd gwladol. O ran yr agenda ddiwygio, fodd bynnag, mae'n bwysig eu bod yn gallu gweld bod rhywbeth yn cael ei wneud o ran meddygon teulu, oherwydd mae llawer o'r diwygio hwnnw'n cael ei sbarduno gan bobl yn y gwasanaeth. Yn y gynhadledd genedlaethol ar ofal sylfaenol, un o'r rhannau mwyaf trawiadol ohoni oedd edrych ar y llawlyfr clwstwr sydd wedi cael ei ddarparu, lle mae pob clwstwr yn siarad am yr hyn y mae'n dewis ei wneud a'r arweiniad gan feddygon teulu, yn gweithio gydag eraill. Ac nid oherwydd fy mod wedi dweud wrthynt yn benodol beth y dylent ei wneud - mae llawer mwy o berchenogaeth a syniadau ac arloesedd yn dod at ei gilydd. Pan gyfarfûm ag arweinwyr y clystyrau mewn dau gyfarfod penodol, gwnaed argraff fawr arnaf gan y brwdfrydedd i berchenogi rhai o'r heriau a dod o hyd i atebion yn eu sgil. Oherwydd, fel y gwyddoch chi a minnau, yn anffodus, mae'n wir, beth bynnag fo'r areithiau y gallaf eu gwneud, nad yw pobl bob amser yn credu mai gwleidydd yw'r person y dylent wrando arno ynghylch sut y dylent wella eu swydd o fewn y gwasanaeth. Maen nhw'n barod i wrando ar eu cymheiriaid sy'n darparu'r dyfodol yn barod. A dyna'r rhan galonogol: mae'r dyfodol yma eisoes mewn rhannau eraill o'r system yma yng Nghymru. Yr her i ni yw sut ydym ni'n rhannu hynny ac yn cyflawni hynny'n fwy cyson. Ond rwy'n edrych ymlaen at allu gwneud hynny.