1. 1 Department for Work and Pensions Making Commitments: The Government’s approach and next stages of reform 23 October 2013

2. 2 Department for Work and Pensions Introduction of the Claimant Commitment is much more than a product We are seeking to improve employment outcomes by: Implementing “all reasonable” action - claimants must do all they reasonably can to move into work (or towards work) in return for benefit Personalisation / tailoring – requirements claimants must meet reflect their circumstances and capability Clarity - claimants are clear about what exactly they must do (and the consequences of any failure) Gaining commitment – claimants are committed to taking the necessary action to move them into work

3. 3 Department for Work and Pensions Requires change on a number of fronts Including: Adviser skills – moving to a “coach-athlete” relationship Use of “commitment devices” / behavioural insight techniques New processes Better products – to more clearly and effectively record requirements and support new approach

4. 4 Department for Work and Pensions Continuing evolution to improve and refine our approach Range of approaches / designs etc are possible We already have a range of experience to draw on including: –Universal Credit pathfinder Claimant Commitment –Live Innovation Trials – Claimant Commitment in a JSA world –Essex / Loughton – use of “my commitments”

5. 5 Department for Work and Pensions The national rollout of the Claimant Commitment to JSA takes the best of our experience so far The approach being introduced revolves around 3 key documents and is predicated on good quality interviews. My jobseekers profile – the claimant’s strengths –A product to capture the claimants background and circumstances –Bringing out strengths and experience to help focus jobsearch, support CV writing etc; but also to help ensure effective diagnostic My claimant commitment – the claimant’s legal requirements –Clear and simple statement of what the claimant must do to meet the actively seeking and available for work requirements in return for benefit My work plan – the claimants detailed plan to meet their requirements –The key new element –Claimants coached to complete detailed action plan of how they will meet their requirements Underpinned by substantive learning and development investment

6. 6 Department for Work and Pensions The Work Coach must have an in depth conversation with the claimant to build an understanding of their capability and circumstances relating to work. They should complete the jobseeker profile before going on to complete the Claimant Commitment. The jobseeker profile includes things about the claimant and their circumstances that are relevant to work. This could also include personal qualities and their; –Experience –Qualifications –Skills –The work they think they are most suited to do and; –Why they believe they are most suited to this type of work. –Wider circumstances Aim to support effective diagnosis; help the claimant’s self- belief and motivation and support CV writing, applications etc My jobseekers profile

7. 7 Department for Work and Pensions The Claimant Commitment will set out the actively seeking and availability requirements the claimant must meet and the consequences of any failure to do so As with the JSAg the availability requirement must be tailored to the claimant’s circumstances, for example: –Reflecting a permitted period (if we think one is appropriate) –Reflecting any restrictions on the hours or pattern of work (if we agree) It will also set out the high level steps a claimant will take each week to meet their actively seeking requirement. The Claimant Commitment is pre-populated with a standard set of steps – –demonstrate the breadth and extent of activity we typically expect –provide the right starting point for detailed planning in the my work plan book –But should be tailored where appropriate (e.g. if the claimant has no internet access) My Claimant Commitment

8. 8 Department for Work and Pensions The booklet turns the Claimant Commitment into reality for individuals – e.g. breaking down “I will search for work online daily” into a series of specific steps (when, what sites, at home or in the library etc). The plan is the claimants plan and is written by the claimant, but … The coach has a critical role – ensuring the claimant establishes a plan that will meet the requirement on them to take all reasonable steps to secure employment, and will move them into work as quickly as possible. Before each Work Search Review the claimant should record what they have done against each planned activity; and draw up their plan for the next phase. My work plan will therefore help us judge whether the claimant has met their requirements. Work Search Reviews will also consider whether the future plan is sufficiently rigorous, triggering coach engagement where necessary. My Work Plan

9. 9 Department for Work and Pensions Nothing We have not needed to change JSA legislation to introduce the claimant commitment and the cultural / process changes that go with it. The legal requirements on JSA claimants remain unchanged. As now, each week claimants must take “such steps as he can reasonably be expected to have to take in order to have the best prospects of securing employment”. And – in legal terms – the claimant commitment is a Jobseekers Agreement, meeting the same legal requirements as that document. What legislation is changing?

10. 10 Department for Work and Pensions Staged rollout will be complete by Spring 14 New claims only, not stock From October around 100 Jobcentres a month Inverness and Rugby now live, Hammersmith to follow on 28 th All Jobcentres Spring 2014

11. 11 Department for Work and Pensions Evaluation Not a trial but there will be a comprehensive evaluation Both qualitative and quantitative Looking at early implementation and longer term outcomes Timescales to be confirmed