work choice evaluation and the dwp disability employment strategy

Work Choice Evaluationand the DWP Disability Employment Strategy

.

Sarah Foster - Inclusion

Debi Bleines – DWPSpecialist Disability Employment

Programmes

Today’s presentation

Work Choice Evaluation conclusions on- Access to the programme- Work Choice delivery and Commissioning

- Future specialist disability employment support

Developing the DWP Disability Employment Strategy

Evaluation Methodology

Two linked evaluations; programme and commissioning.

Early Implementation 2011 (from 6 months in).

Steady State 2012 (from 20 months in). Total of 633 interviews, 3 focus groups and

98 survey responses. Views gathered from providers, participants,

employers, DWP, JCP and SROs.

Access to the programme

A range of factors influenced access including:- Assessments of people’s ability to work 16+

hours a week within six months. - Immediate WP referrals for ESA WRAG- Option to move suitable disabled people off WP onto WC not being used as planned- Limited use of the SRO route designed to

facilitate non JCP access These factors appeared to reduce access for

those with the highest support needs.

Work Choice delivery

Positive reports by Work Choice participants and employers of the support received.

Steady State found evidence of delivery that matched recognised best practice including -personalised support for participants, place and train, and support to employers.

Development of employer engagement. Benefits found to ILM supported business use. Reports of much higher caseloads and more

limited support on WP.

Commissioning approach

New commissioning approach led to significant shifts in the market at contract award stage.

Notable exit of a large number of LA providers. Limited changes to the market after go-live:

some leavers and shift between subcontractors. Very limited use of open competition and new

subcontractor entrants. Very limited involvement and use of small

specialist providers.

Commissioning approach (cont.) Views on viability of WC contract income

mixed. Service fee element of WC beneficial for

specialist provision: allowed for investment in staffing and reduced incentive to park.

Performance management by DWP and primes focused primarily on outcomes rather than service quality.

Lack of external quality inspection.

Future Programme design

DEAs and WC and WP providers all strongly supported continuation of a separate specialist disability employment programme.

This view supported by finding that disabled people with significant needs on WP rarely received appropriate support and often parked.

Sayce review also recommended a separate specialist programme.

Recommended that DWP continues to fund and develop separate specialist provision.

Future Commissioning approach Some tensions between the DWP

commissioning approach and use in specialist provision.

Adjustments to the approach, including service fees, have helped but some tensions remain so further review required.

Consideration of specialist provision within current review of DWP Commissioning Approach.

An opportunity to join the debate on the Future of

Disability Employment Support

Inclusion SeminarThursday 25th July

London

www.cesi.org.uksarah.foster@cesi.org.uk

Department for Work and Pensions11

Developing the DWP Disability Employment Strategy

Department for Work and Pensions12

Our approach to developing the disability employment strategy

Stage 1: develop the direction of the strategy before Summer Recess, in tandem with SR discussions – monthly meetings with the ministerial team. Strategy will be developed via a number of work strands involving external and internal stakeholders. This will include discussion with providers

Stage 2: employer conference on 18 July – announce proposals for young people and employers.

Stage 3: white paper in the autumn – setting out welfare to work offer and broader cross-government strategy

Department for Work and Pensions13

Work Strands being developed

– young people’s transitions

– effectiveness of Welfare to Work and current labour market interventions;

– local delivery

– engaging employers

– support for those with mental health conditions

– retention in work

– engaging inactive disabled people

– self-employment

– in-work progression.

Department for Work and Pensions14

Questions for the discussion forum to address

• How can Jobcentre Plus advisers ensure they are referring people to the most appropriate provision? Is there a diagnostic tool we should use? What information should we be collecting from people?

Department for Work and Pensions15

Questions for the discussion forum to address

• What single thing do you think would make the biggest difference to improving employment outcomes for disabled people?

Department for Work and Pensions16

Questions for the discussion forum to address

• What is the biggest challenge for you in moving disabled people into work?

Department for Work and Pensions17

Contact details

If you have any further thoughts or ideas for the Disability Employment Strategy please e-mail us at:

Disability.employmentstrategy@dwp.gsi.gov.uk