Written questions by Kruger.

How many full time equivalent work coaches were working in JobCentres in each month since July 2024.

The table below shows the monthly number of full-time equivalent Work Coaches working in Jobcentres since July 2024: MonthWork Coach Figure (FTE)Jul-2416,780Aug-2416,850Sep-2417,020Oct-2417,240Nov-2417,210Dec-2417,190Jan-2517,240Feb-2517,280Mar-2517,160Apr-2517,110 Notes:Work Coach Full Time Equivalent (FTE) data supplied is from July 24 to April 25. This is the most up to date Data held.The number of Work Coaches has been derived from DWP's Activity Based Model (ABM). This model gives an estimated FTE based on a point in time estimate by Line Managers, as recorded on our internal systems each month.Figures have been rounded to the nearest 10 FTE.The number of Work Coaches refers to staff involved in conducting regular engagement with claimants, hence the data does not include Work Coach Team Leaders or Disability Employment Advisers.Work coaches include both UC Full-Service Work Coaches and Existing Benefits Work Coaches.The number of staff employed is unpublished management information, collected and intended for internal departmental use and has not been quality assured to National Statistics or Official Statistics publication standard.

How long work coaches stay in role after training on average.

Work Coaches undergo an intensive training period, peer support and a robust quality assurance process conducted by Line Managers throughout their onward delivery.Whilst we hold data on Work Coach leavers per month, we do not hold data on the length of time in role. Therefore, the information requested is not readily available and to provide it would incur disproportionate cost.

How many minutes the average length of appointment is for a work coach.

The information requested is not held centrally and to provide it would incur disproportionate cost.

What metrics are used to measure work coach performance in JobCentres.

We do not measure performance at individual work coach level; performance is measured at jobcentre level. Regular performance discussions are held to review and manage jobcentre performance. DWP currently manages jobcentre performance through a comprehensive framework that includes key performance indicators, performance discussions, and various support mechanisms. Each jobcentre, district, group and area will have it's own performance discussions, supported by performance leaders who provide analytical support and insight relevant to their area.

Whether there is a route for career progression for work coaches.

The work coach role sits within the Government Operational Delivery profession and is graded at Executive Officer level. Work coaches have the opportunity to progress their careers both within the Operational Delivery (Op Del) profession and within the civil service more generally.

How many full time equivalent work coaches were working in JobCentres in each month since July 2024.

The table below shows the monthly number of full time equivalent work coaches working in Jobcentres since July 2024: MonthJul-24Aug-24Sep-24Oct-24Nov-24Dec-24Jan-25Feb-25Mar-25FTE16,78016,85017,02017,24017,21017,19017,24017,28017,160 Notes:The number of staff employed is unpublished management information, collected and intended for internal departmental use and has not been quality assured to National Statistics or Official Statistics publication standard. As the Department holds the information, we have released it in this PQ to answer the question asked.Work Coach Full Time Equivalent (FTE) data supplied is from July 24 to March 25. This is the most up to date Data held.The number of Work Coaches has been derived from DWP's Activity Based Model (ABM). This model gives an estimated FTE based on a point in time estimate by Line Managers, as recorded on our internal systems each month.Figures have been rounded to the nearest 10 FTE.The number of Work Coaches refers to staff involved in conducting regular engagement with claimants, hence the data does not include Work Coach Team Leaders or Disability Employment Advisers.Work coaches include both UC Full-Service Work Coaches and Existing Benefits Work Coaches.

How many full-time equivalent work coaches work in jobcentres.

The latest figure for the number of Work Coaches expressed as Full-Time Equivalent (FTE) in the Department is 17,160 as at the end of March 2025. Notes:The number of Work Coaches has been derived from DWP's Activity Based Model (ABM). This model gives an estimated Full Time Equivalent (FTE), based on a point in time estimate by Line Managers, as recorded on our internal systems each month.Figures have been rounded to the nearest 10 FTE.The number of Work Coaches refers to staff involved in conducting regular engagement with claimants, hence the data does not include Work Coach Team Leaders or Disability Employment Advisers.The number of staff employed is unpublished management information, collected and intended for internal departmental use and has not been quality assured to National Statistics or Official Statistics publication standard.

What estimate her Department has made of the cost of adult social care to local authorities for people in receipt of (a) Personal Independence Payment and (b) other working age benefits.

No estimate has been made.

How many and what proportion of people in receipt of the Personal Independence Payment are also in receipt of adult social care support.

The Department does not centrally record whether PIP claimants are in receipt of adult social care support.

What the average number of people assigned to each work coach is.

In March 2025 there were 1,662,380 Universal Credit (UC) customers in the Searching for Work conditionality regime, and at the end of March 25 the number of full time equivalent (FTE) Work Coaches was 17,160. Not all UC claimants have a Work Coach. We have provided the number of customers in the Searching for Work conditionality regime as most of this group do. The average number of people assigned to each Work Coach is not a metric used by the Department and the Department has complex models to estimate the resource required in Jobcentres at a national level. These models cover activities across all DWP customer groups and job roles. The Department continually impacts and assesses the service being offered to customers. Staff numbers, including the number of Work Coaches, and demand for Jobcentre services are reviewed on an ongoing basis, in line with the latest economic and benefit forecasts. Notes on the figures: Work coach FTE figures are management information, collected and intended for internal departmental use and are not quality assured to National Statistics or Official Statistics publication standard. They are not routinely published, but as the Department holds the information, we have released it in this PQ to answer the question asked. Work Coach figures include both Universal Credit Work Coaches and Existing Benefit Work Coaches. They do not include Work Coach Team Leaders and Disability Employment Advisers. The number of Universal Credit claimants includes those who have started Universal Credit (completed the Universal Credit claim process and accepted their Claimant Commitment) and have not had a closure of their claim recorded for this spell, up to the 'count date', and is correct as of the second Thursday in March 2025. This figure is provisional and may be subject to revision in future releases of the data. Inclusion in a specific Labour market regime is based on an individual's circumstances on the count date. FTE data is correct as at the end of March 25. These figures were derived from the Department’s Activity Based Model (ABM), which provides Full Time Equivalent (FTE) figures based on point in time estimate by Line Managers. They cover only FTE of staff with paid employment. All figures have been rounded to the nearest 10 and cover Great Britain.

What assessment her Department has made of the potential impact of changes to the Personal Independence Payment on social care costs for local authorities.

The Pathways to Work Green Paper announced our plans to bring forward reforms to the Personal Independent Payment (PIP) eligibility criteria. We are consulting on how best to support those who are affected by the eligibility changes and we will work closely with DHSC and others to consider how people’s health and eligible care needs could be met outside the benefits system. As we develop our detailed proposals for change, we will work with local partners to consider their important role and how the reforms could affect them.We also intend to launch a wider review of the PIP assessment which I will lead. We will bring together a range of experts, stakeholders and people with lived experience to consider how best to do this and to start the process as part of preparing for a review. We will provide further details as plans progress.

With reference to the Green Paper entitled Pathways to Work: Reforming Benefits and Support to Get Britain Working Green Paper, published on 18 March 2025, whether people with terminal illnesses will be affected by the new PIP eligibility threshold of four points in a single category.

Claimants of Personal Independence Payment (PIP) who are nearing the end of their life will be unaffected by the reforms to the PIP assessment criteria. Claims made under the special rules for end of life are automatically awarded the enhanced rate of the daily living component without having to take part in an assessment and without having to meet the required period condition. The majority of claimants are also awarded the mobility component.

With reference to the Green Paper entitled Pathways to Work: Reforming Benefits and Support to Get Britain Working, published on 18 March 2025, what proportion of PIP assessments she expects to be face-to-face.

The Department is committed to assessing people for Personal Independence Payment (PIP) as quickly as possible to ensure they receive the support they are entitled to in a timely manner. PIP assessments are currently carried out via a range of channels. As set out in the Pathways to Work: Reforming Benefits and Support to Get Britain Working Green Paper, we are committed to doing more face-to-face assessments, while preserving alternative health assessment channels to meet the specific needs of people who require a different channel, for example as a reasonable adjustment. Further details on this commitment, along with other measures designed to improve the PIP assessment are set out in the Green Paper. We will set out further detail of the proposals for reform of the health and disability system following a full 12-week consultation period where responses are fully considered.

With reference to the Green Paper entitled Pathways to Work: Reforming Benefits and Support to Get Britain Working, published on 18 March 2025, if she will make it her policy to publish an evaluation of the effectiveness of her proposed reforms once implemented in increasing long-term employment outcomes for disabled people.

We anticipate that we will assess effectiveness of Pathways to Work measures in the usual way, including through evaluation of their implementation and the impacts that they have on employment, incomes, benefit receipt and other indicators. We will publish more information on our evaluation strategy in due course.

With reference to the Green Paper entitled Pathways to Work: Reforming Benefits and Support to Get Britain Working, published on 18 March 2025, whether people affected by changes to the Universal Credit health element will be able to appeal reassessments under the new system.

Decisions made by a decision maker on entitlement to benefit generally confer a right of appeal. The outcome of any WCA will lead to a decision about the customer’s capability for work, which would have appeal rights. If the customer disagrees with that decision, they may request a Mandatory Reconsideration (MR) and can lodge an appeal if they remain dissatisfied following the MR process.

With reference to the Green Paper entitled Pathways to Work: Reforming Benefits and Support to Get Britain Working, published on 18 March 2025, whether her Department plans to provide additional training to assessors carrying out PIP assessments.

All health professionals who carry out PIP assessments receive comprehensive training in disability analysis which includes evaluation as to how medical conditions affect claimants in their day-to-day activities, as well as awareness training in specific conditions. The department works extensively with assessment providers to make improvements to guidance, training and audit procedures to ensure a quality service. All core training and guidance material for health professionals undergoes both clinical and policy quality assurance. On 18 March we announced our plans to introduce a new eligibility requirement in Personal Independence Payment (PIP) so that people must score a minimum of four points in one daily living activity in PIP to be eligible for the daily living component. All health professionals and DWP case managers will receive training and guidance on these changes to eligibility criteria before they are implemented.

With reference to the Green Paper entitled Pathways to Work: Reforming Benefits and Support to Get Britain Working, published on 18 March 2025, what assessment she has made of the potential impact of her proposed reforms on labour market participation by people with (a) disabilities and (b) long term health conditions.

Information on the impacts of the Pathways to Work Green Paper will be published in due course, with some information already published alongside the Spring Statement. A further programme of analysis to support development of the proposals in the Green Paper will be developed and undertaken in the coming months.

Whether she plans to accelerate the rollout of Universal Credit.

I refer the Hon Member to the Statement of 12 November (Written statements - Written questions, answers and statements - UK Parliament)

What assessment she has made of the potential merits of abolishing the Work Capability Assessment.

The Work Capability Assessment is not working and needs to be reformed or replaced. We are committed to reforming the system of health and disability benefits so that it promotes and enables employment among as many people as possible. The system must also work to support disabled people to live independently. It is also vital to ensure that the system is financially sustainable in the long term. We are working to develop proposals for reform in the months ahead and will set them out in a Green Paper ahead of the Spring Statement later this year.

What the average cost to the public purse is of (a) a Pension Credit claimant, (b) their council tax discounts and (c) other passport benefits.

Data on Pension Credit award amounts is routinely published and made publicly available via DWP Stat-xplore. At May 2024, the average weekly Pension Credit award amount was £82.66. This figure does not include other operational and administrative costs, such as supporting customers and sending letters. The Department does not hold data on Council Tax discount or the value of all passported benefits.