Guidance: Individual Placement and Support in Primary Care – GOV.UK

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Published 8 August 2022

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This publication is available at https://www.gov.uk/government/publications/individual-placement-and-support-in-primary-care-initiative/guidance-individual-placement-and-support-in-primary-care
  1. The Department for Work and Pensions (DWP) and Department for Health and Social Care (DHSC) are providing Grant Funding for around 6 Upper Tier LAs (Local Authorities) in England, to take part in Individual Placement and Support in Primary Care (IPSPC) (the “Initiative”).
2. The IPSPC Initiative is aimed at adults who have a physical or mental health disability, as defined by the Equality Act 2010, to help them to move into competitive employment[footnote 1] providing the support they need to maintain that employment.
3. IPSPC builds on the core principles and the fidelity scale adopted by the established Individual Placement Support (IPS) model, as well as learning from the IPS Health Led Trials (HLT). IPSPC will be delivered in primary and community NHS (National Health Service) services applying a modified version of the eight key principles of IPS (see paragraph 24) and will be integrated with an individual’s health treatment (as required).
4. Through funding and providing a quality framework for IPSPC, DWP will enable the delivery of high-quality support that shows fidelity to the IPS model. The longer-term ambition of this Initiative is to provide further evidence of the value of IPSPC which will help to build sustained investment and secure effective employment for Participants.
5. IPSPC will be delivered in primary and community NHS services applying a modified version of the 8 principles of IPS. IPS is a model of Supported Employment that is well-evidenced internationally and proven to be effective for people with severe mental illness. IPSPC should be integrated with a Participants normal health treatment (as required).
6. Local Authorities are invited to submit the Grant Application set out at Annex B – Appendix B, which will be evaluated against the Assessment Criteria set out at Annex B – Appendix A.
7. The IPSPC Grant will be paid under section 2 of the Employment and Training Act (1973).
8. This IPSPC LA Grant Guidance (“Grant Guidance”) document sets out the:
9. This Grant Guidance document should be read in conjunction with the:
10. This Grant Guidance document is subject to change. Updated documents will be circulated following any required changes.
11. The employment rate for disabled people (53.8%) is significantly lower than the employment rate for non-disabled people. The NHS Long Term Plan recognises that mental health and musculoskeletal conditions remain the main reason for sickness absence increasing. Supporting people to access employment through IPSPC will build on individuals’ strengths and skills, enabling them to realise their potential for recovery. IPSPC will support inclusive growth and help to achieve a reduction in health inequalities.
12. The IPSPC initiative provides an excellent opportunity for LAs to improve employment and health outcomes in their local area. Too often people face a negative experience of declining health which excludes them from work, often leading to long term worklessness, which in turn causes further deterioration in health.
13. The number of working age people with health conditions who are outside the labour market has increased by over 10% over the last two years to 2.2million. Attached at Appendix E are some indicators which demonstrate the impact in local areas – showing the prevalence of out-of-work health benefit receipt in local populations, the employment rate gap between disabled and non-disabled people and the rate at which people leave work due to health conditions.
14. Supporting people to access employment builds on their strengths and skills and enables them to realise their potential for recovery. Supporting disabled people into work will:
15. Where a disability is proving an obstacle to maintaining or obtaining employment, providing employment support whilst working closely with primary care services helps to ensure that Participants receive the holistic service, they need to address potential barriers to employment.
16. Delivered through existing primary and community NHS Services, IPSPC will apply a modified version of the principles of IPS. IPSPC will be integrated with a Participants normal health treatment encouraging recognition of employment as a driver of an individual’s health and wellbeing.
17. Local Integrated Care Boards (ICBs) will be key to successfully delivering IPSPC. Each Integrated Care System (ICS) will have an ICB (Integrated Care Board), a statutory organisation bringing the NHS together locally to improve population health and establish shared strategic priorities within the NHS. ICBs will replace existing Clinical Commissioning Groups (CCGs).
18. IPSPC will support local ambitions to deliver inclusive growth and help to reduce health inequalities.
19. IPS is a replicable, evidence-based, Supported Employment programme that has been shown to deliver superior employment and health outcomes for people with severe and enduring mental health problems and there is growing evidence that IPS also works for other groups.
20. IPS defines competitive employment as a job that any person can apply for regardless of their disability status. These jobs may be full or part time and can include self-employment. Workers in these positions should earn at least the minimum wage and receive similar wages and benefits as their co‐workers. Volunteering, training, and work placements are not considered an employment outcome but may, in specific cases, be activities that help an individual secure paid competitive employment.
21. There is a large international body of robust evidence including randomised controlled trials on IPS. Previous evidence has demonstrated that IPS can achieve up to twice as many job outcomes for people with severe mental illness than traditional programmes i.e. in 2013, 55% of IPS Participants were found to be in competitive employment for at least one day compared to 28% of people in the control group[footnote 2].
22. HLTs (Health Led Trials) were conducted in South Yorkshire Mayoral Combined Authority (SYMCA) and West Midlands Combined Authority (WMCA) from 2018 to 2020. The HLTs tested whether a Supported Employment intervention, based on IPS principles, had the impact of improving employment, health, and wellbeing beyond that which can be achieved with existing support for individuals with common mental health and/or physical health conditions.
23. Since concluding the trials in October 2020, post-trial provision has continued in the trial areas to maintain support and protect the expertise, relationships, and momentum of the service.
24. The IPSPC approach is based on a modified version of 8 key IPS principles as follows:
i. It aims to get people into competitive employment in the open labour market
ii. It is open to eligible people who want to work
iii. It aims to find jobs consistent with people’s preferences
iv. It works quickly – a Place, Train and Maintain model of rapid activation and job search alongside delivery of work, health, and wider support needs
v. It brings IPS Employment Specialists into clinical teams
vi. IPS Employment Specialists develop relationships with employers based upon a person’s work preferences
vii. It provides time limited, individualised support for the person and their employer
viii. Access to specialist benefits advice is included
25. The IPSPC model of Supported Employment is about achieving a mainstream Baseline Threshold Job Outcome or Higher Threshold Job Outcome at the Going Rate of Pay with necessary support provided for the individual and employer to sustain the job.
26. IPSPC will develop strong links and referral arrangements with community organisations and local partners such as GPs, and LAs, Jobcentre Plus, social care, community health services, health navigator services, educational institutions, volunteering organisations, and housing services among others.
27. Delivery of IPSPC must adhere to the IPSPC key requirements, set out at paragraph 30.
28. DWP is aiming to deliver IPSPC for up to 21,000 Participants in around 6 areas. Using evidence from other IPS programmes and the HLTs, the aim is to deliver the expected benefits of IPSPC.
29. Stretching but realistic job outcome targets are required, with a focus on maximising sustained paid employment. LAs will be required to use the baseline levels below but also consider if levels above the baseline are appropriate, based on local participant data/ demographics/ employment and vacancy levels:
30. The key requirements of the IPSPC Initiative are to:
31. IPSPC Grant Applicants are invited to apply for Grant Funding to deliver IPSPC to between 1000 – 3500 Participants per year per Grant Recipient, across the IPSPC Funding Period (April 2023 to March 2025).
32. As a guide, around 75% of Participants should be Out-of-Work Participants and in need of support to attain employment and 25% In-Work Participants needing support to avoid falling out-of-work.
33. Recruitment of Participants can occur for up to the first 20 months of the programme. Grant Applicants will be required to submit a profile of projected volumes for both Participant groups for the Funding Period (see Appendix C – Profile Template). Grant Applicants should consider the periods of recruitment and support within their Profile Template.
34. When determining the number of Participants that Grant Applicants are committing to support with the IPSPC Grant, they should ensure they provide a clear rationale within their Grant Application to validate this. The rationale should reflect on their ability to set up and operate a successful programme for the Funding Period including securing an Activity Delivery Partner (if the delivery model requires), staff recruitment, required integration within the local health system, managing referrals, location (rural or urban), Participant demographics and any other relevant internal or external factors, which might impact the number of Participants they can successfully recruit to the programme and effectively support.
35. Each Grant Recipient must enter into a Grant Funding Agreement with DWP. The Grant Funding Agreement must be signed for, and on behalf of, the Grant Recipient (as set out in the Grant Funding Letter) and returned to DWP within the specified timeframe.
36. Delivery of IPSPC will follow the 8 key principles outlined at paragraph 24 of this Grant Guidance document, as well as limiting the length of time that an Employment Specialist can support a Participant, to an expected maximum of 12 months for Out-of-Work Participants, or 4 months for In-Work Participants. Limiting the support period in this way for most Participants has been shown to allow more people to use the service without impacting outcomes[footnote 3]. This time limit may be exceeded on a case-by-case basis where individuals are actively seeking employment or in need of continued in-work support.
37. IPSPC will support people to achieve their employment aspirations with a focus on:
38. Grant Recipients will:
39. In managing the volumes of referrals and Initiative Starts, and identifying appropriate participants for IPSPC, Grant Applicants should carefully consider:
40. In delivering this Initiative the Grant Recipients should carefully consider the current and planned delivery environment within their location including but not limited to considering post Covid-19 NHS impacts and local labour market factors and plan delivery accordingly.
41. Activity Delivery Partners will report to the Grant Recipient on delivery of the Initiative, who in turn will be required to provide information and assurances about the delivery of the Initiative. This includes monthly monitoring and reporting of agreed outcome measures and performance. Maintaining the quality of delivery at all times is essential, including ensuring appropriate staff are in place throughout the delivery of IPSPC.
42. Grant Recipients will need to commit to the above requirements (paragraph 41 i.e. the paragraph directly above) and therefore Grant Applications are expected to demonstrate how the staffing response adheres to the fidelity of IPSPC. It is expected that Activity Delivery Partners will align and partner with other organisations as necessary.
43. ES are expected to work at any one time with a caseload of between 20-25 active cases. Evidence has shown that this is an effective caseload to provide the support required. An active Participant is defined as someone who has been in contact with the service in the last 4 weeks and continues to be engaged in their Vocational Action Plan. Each Grant Applicant should though determine their caseload size based on their IPSPC delivery model and local information. The size and management of caseloads will be a key feature of Fidelity Reviews.
44. Grant Recipients will recognise and adopt best practice and tailor the IPSPC to the Participant’s needs. Grant Recipients will be expected to work closely with each other to help achieve performance agreements and share best practice.
45. Grant Recipients may outsource elements of their IPSPC Initiative to one or more Activity Delivery Partners as they see fit. Activity Delivery Partners will report to the Grant Recipient on delivery of the IPSPC Grant including agreed outcome measures and performance, ensuring that the appropriate number and quality of staff is maintained at all times.
46. It remains the responsibility of the Grant Recipient to meet all obligations of the Grant Recipient under the Grant Funding Agreement. This includes effective performance management of any Activity Delivery Partner the Grant Recipient uses to meet agreed performance expectations.
47. Each Grant Recipient must ensure that in carrying out the Funded Activities, it complies with all of its obligations under the UK General Data Protection Regulation and Data Protection Act 2018 including, but not limited to any records relating to the Participants and the Participants’ involvement with the Initiative.
48. Grant Recipients must acknowledge and act in accordance with their duty of care to protect vulnerable adults enrolled on the Initiative during all activities related to it. This includes ensuring that all Grant Recipient staff, Activity Delivery Partners and employers are appropriately trained and that sufficient background checks have been carried out to safeguard Participants in line with the Grant Recipient’s existing safeguarding policy for vulnerable adults.
49. Grant Recipients will be required to collect MI to support IPSPC Grant payments and validation of payment.
50. All communications with Grant Recipients will be issued to the Grant Recipient’s Single Point of Contact (SpoC). It is the responsibility of Grant Recipients to notify DWP of any change to SpoC details.
51. Grant Recipients must, as appropriate and practical, reference that the Grant is funded by DWP, DHSC or UK Government in any publicity material, including online channels and media releases. Materials produced by Grant Recipients must not adversely affect the reputation of the initiative or DWP, DHSC or the government, for example Grant Recipients should not produce marketing materials, communications or messages which could lead to adverse media attention or could be misunderstood or misinterpreted.
52. Grant Recipients must ensure that all Participants can access information and must ensure such information is available in a variety of alternative formats which may be requested by Participants.
53. Any complaints and conflict management in relation to Funded Activities must be handled by Grant Recipients in line with their established complaints management policies and procedures.
54. It is expected that Grant Recipients will undertake their own robust local impact evaluations. We expect to see local theories of change or logic models of delivery plans and outcomes as part of Grant Applications, alongside high-level evaluation plans and commitment to deliver these. Local evaluations are a means through which Grant Recipients can demonstrate both the value for money and the impact of their intervention in their local context. This will form a core part of any future dialogue with funders, once the Funding Period ends and needs to be designed-in at the outset to future-proof your business case for continuing the intervention beyond the Funding Period.
55. Evaluation should be proportionate, and it is suggested it could cost up to 5% of Grant Funding. Guidance and resources on how to create logic models and develop local evaluation plans can be found at the What Works Centre for Local Economic Growth](https://whatworksgrowth.org/resources/) website[footnote 4]. The performance measures set for the IPSPC Grant will inform the outcomes and impact of your theory of change/logic model.
56. It is also expected that you would participate in any national evaluation that is decided upon as a condition of receiving the IPSPC Grant. This might include analysis of Management Information and a theory-based evaluation into best-practice delivery mechanisms. The research would focus on establishing the employment, health and wellbeing outcomes for participants, the causal mechanisms between delivery structures, local relationships, and a cost-benefit analysis. Guidance on evaluation can be found in the Magenta Book[footnote 5].
57. IPS Grow is a national programme that supports IPS services to achieve high quality provision and high levels of employment outcomes (see www.ipsgrow.org.uk for further information).
58. IPS Grow support for Grant Recipients or their appointed Activity Delivery Partner can include implementation support, quality assurance fidelity reviews and technical on-site support. The specific details of the support, including implementation support will be discussed and agreed with successful Grant Applicants.
59. The purpose of the Fidelity Review is to provide expert assistance to support the development and delivery of evidence based IPS employment services across the health system. Evidence indicates that services achieving higher IPS fidelity scores typically deliver higher levels of job outcomes
60. It is expected that each Grant Recipient (or their Activity Delivery Partner(s)) should undertake up to two Fidelity Reviews during the IPSPC Grant, fully engaging with the review process, including completing the improvements outlined in fidelity action plans, and fully utilising the support on offer from IPS Grow. Each Activity Delivery Partner should be assessed separately.
61. All Fidelity Reviews will use the 25 item Supported Employment Fidelity Scale for quality improvement on the IPS Grow website.
62. A Fidelity Review report will be provided by IPS Grow, which will include recommendations on how the delivery of IPSPC can be improved. These reports will be shared with DWP to enable DWP to work with each Grant Recipient to support implementation of the recommendations.
63. Information on implementation will be provided to successful Grant Recipients once these have been decided. Some useful information can be found on the IPS Grow website.
64. DWP will facilitate invitations to regular regional workshops and teleconferences with Grant Recipients throughout the IPSPC Initiative, including some face to face, allowing Grant Recipients to share their experiences and help each other to deliver IPSPC effectively, maximise agreed outcomes and help resolve issues:
65. Each Grant Recipient will be assigned and made aware of their Regional Engagement Lead (REL), who will work with Grant Recipients, share good practice, and provide ongoing support to Grant Recipients throughout the Initiative Implementation Period and delivery phases.
66. REL support will continue throughout the Funding Period.
67. Participants for IPSPC will come from 2 distinct cohorts. Out-of-Work Participants who require assistance and support to move into sustainable employment, and In-Work Participants who are employed and either off sick or struggling in the workplace due to their disability.
68. We propose that the Initiative should be aimed at people who meet the following Eligibility Criteria:
69. This Initiative will be particularly suitable for those who have common mental health and/or physical health disabilities and are disengaged from the labour market because they believe they cannot secure or maintain employment.
70. Participants must not be on another DWP employment programme or provision. For example, this includes but is not limited to:
71. Participants on a programme or provision delivered by another government department, charitable trust, or Third Party, which is not primarily focused on employment, would be eligible for IPSPC as long as they are still able to fully participate in the IPSPC Initiative and that it would not be detrimental to either provision and there was no Duplicate Funding. These instances will be looked at on a case-by-case basis.
72. Activity Delivery Partners must complete an eligibility check for each proposed Participant. In this check the Activity Delivery Partner should:
73. This step is important to ensure that Participants will benefit from IPSPC and includes confirmation of eligibility/suitability for all potential Participants including self–referrals. Participants who are not eligible/suitable should be signposted to other support as appropriate.
74. Check that the Participant is not already in receipt of employment support. If they have any doubt about this, they should take steps to verify using local information/contacts.
75. DWP may conduct a post eligibility check of a sample of Initiative Starts to verify Eligibility Criteria is met and discuss this as part of performance reviews.
76. An example Participant journey is at Annex A.
77. The IPSPC Grant will be paid to the respective Grant Recipient Quarterly in arrears based on the financial profile of the Grant Recipient and the achievement of profiled key performance indicators (KPIs).
78. Grant Applicants need to profile potential Initiative Starts over the first 20 months of the Funding Period.
79. To manage DWP internal yearly budget allocations some payments may need to be deferred to the following year, if a Grant Recipient exceeds its projected profile of Initiative Starts.
80. The IPSPC Grant will be paid as one combined Quarterly payment. Payment may be withheld if a Grant Recipient fails to meet agreed performance targets once all other avenues of performance management have been exhausted.
81. Funding provided by a Third Party to the Grant Recipient, which is for the same purpose for which the IPSPC Grant is made but has not been declared to DWP, represents Duplicate Funding and is prohibited.
82. A set up payment will be available for all Grant Recipients. Each Grant Recipient will be able to apply for set up costs of up to 10% of the total grant value. The payment will be based on an invoice of actual costs. This payment will be available for existing trial sites/areas at a rate of 5% of total grant value.
83. Funding can be used for all costs directly associated with the IPSPC Initiative including:
84. Grant Recipients should signpost Participants towards agencies who can support Participants with appropriate advice. This could include helping Participants to access DWP’s Access to Work Programme, where appropriate.
85. To be considered Eligible Expenditure under IPSPC, all costs must be over and above any existing form of IPS provision including IPS Drugs & Alcohol. For example, IPSPC ES costs must be in addition to staff delivering existing IPS services. Duplicate Funding is prohibited, therefore any intended Third-Party funding for activities that are the same or similar to the Funded Activities of the IPSPC Grant will need to be declared as Third-Party Match Funding and will be subject to prior written consent of DWP.
86. Grant Recipients should consider how to ensure the successful delivery of IPSPC. This will include consideration of:
87. Grant Recipients must consider how to promote IPSPC including ensuring it is recognised across the locality, in particular with hard-to-reach communities. This will include:
88. Partnership working is considered essential to the success of the trial and therefore Grant Recipients will be expected to:
89. The Initiative should be operated in a person-centred way, which requires professionals and Employment Specialist supervisors to distance themselves from traditional roles as ‘experts’ and ‘providers,’ into partnership models that work with ‘individuals’ and ‘communities.
90. Recruiting a large number of high-quality staff will be a critical success factor for this Initiative. Key roles will include the ES’s and Team Leaders. Grant Applicants will need to consider and demonstrate in their Grant Application the ability to attract capable staff to deliver the initiative.
91. The Grant Recipient and their Activity Delivery Partners will need to determine the precise support to be offered, but this is likely to include a region-wide recruitment marketing effort, the development and delivery of a rigorous, standardised assessment process, and the development and delivery of a comprehensive, standardised induction training package to ensure all managers and frontline staff have a similar understanding of the intervention model.
92. Where it is a barrier to participation in the IPSPC Initiative, childcare should be funded by the Grant Recipient as part of its Grant Funding. Childcare should only be funded if it is provided by:
93. The Grant Recipient will be required to ensure that Participants are informed of the access to funding for childcare costs.
94. The parent or guardian can make alternative arrangements. However, costs should not be paid unless the carer is in one of the above categories.
95. DWP currently sets its costs for childcare up to the Tax Credit limits. Grant Recipients should consider the following limits when developing and pricing their proposals:
a. Help with childcare costs can be paid up to, but not including, the first Tuesday in the September following the child’s fifteenth birthday. Parents requiring childcare for five days a week can claim up to a maximum of £175 per week for one child and £300 per week for two or more children.
b. If the Participant is attending an Approved Activity of less than five days a week, they can claim up to the maximum daily rates of £35 per day for one child and £60 per day for two or more children.
96. The child/children must satisfy the age requirement and be a dependent of and reside with the Participant.
97. Grant Recipients must not recommend childcare facilities to Participants. This is to ensure that DWP and/or the Grant Recipient does not take on liability for the safety of children. It is the parents’ responsibility to decide with whom they entrust the care of their child/children.
98. Grant Recipients or Activity Delivery Partners may choose to arrange for a crèche facility to be on their premises. However, they must ensure it is the parents’ choice whether their child uses the facility. Grant Recipients should also ensure that any crèche facilities adhere to current legislation.
99. Where it is a barrier to participation in the IPSPC Initiative, replacement care costs can be funded by the Grant Recipient as part of its Grant Funding for participants who are:
100. Carers must be participating in an Approved Activity and/or incur one-off replacement care costs when attending an interview with a Grant Recipient or employer which has been pre-arranged/agreed by the Grant Recipient. Other alternatives, such as moving the time/date, should be considered before replacement care costs are paid.
101. The Grant Recipient will be required to ensure that Participants are informed of the access to funding for replacement caring costs.
102. Replacement care costs should not be paid if the replacement care is provided by family members.
103. Replacement care must be provided by Grant Recipient registered providers, a Grant Recipient preferred provider, or a recognised care organisation within the local area.
104. Grant Recipients must not recommend replacement care to Participants. The carer, or the person being cared for, must do this, as it is their responsibility to decide who should provide the care.
105. Ineligible expenditure shall include but not be limited to:
106. Grant Recipients should ensure that Activity Delivery Partners are genuine, qualified, and capable of delivering the required Funded Activities, and that the use of the Activity Delivery Partner by the Grant Recipient represents value for money. This may include the Grant Recipient carrying out due diligence, pre-procurement checks, ongoing performance management of all Activity Delivery Partners and the Grant Recipient making payments in arrears to all Activity Delivery Partners.
107. If the Grant Recipient knows or suspects, or should have known or suspected, that fraudulent activity of any kind has taken place in connection with IPSPC or the Grant, the Grant Recipient must notify DWP immediately providing full details of the fraudulent activity, including but not limited to, the nature, the scope, and the total monetary value of the fraudulent activity.
108. The Grant Recipient should seek its own independent advice regarding the VAT implications of the IPSPC Grant.
109. If Grant Recipients elect to charge VAT on payments made to them by DWP then they must provide DWP with full VAT invoices alongside the MI at he next reporting period.
110. If Grant Recipients incur VAT from Activity Delivery Partners or Third-Party suppliers, this remains the responsibility of the Grant Recipient. VAT costs incurred by the Grant Recipient should not be passed on to DWP and VAT costs incurred by the Grant Recipient do not constitute Eligible Expenditure.
111. The deadline for submitting a Grant Application is at 17:00 on 31 August 2022.
112. Information and support regarding the Grant Application process can be obtained by sending questions to the DWP IPSPC Grant Team via the following inbox throughout the grant application process: individualplacementsupportfund@dwp.gov.uk
113. DWP aims to assess Grant Applications in July and notify Grant Applicants of the outcome by the October 2022. It is expected that Grant Recipients will then begin the procurement process for Activity Delivery Partners and training partners, if applicable, as well as resourcing and staff training. Grant Recipients will have a 6-month Implementation Period before beginning to deliver the Initiative from April 2023 to March 2025. More details are provided in the table below. DWP will make every effort to notify Grant Applicants as early as possible in the event that the timeline needs to be adjusted.
114. During the Implementation Period, Grant Recipients should deliver the activities outlined in their Grant Application, for example:
115. The Funding Period runs from 3 April 2023 to 31 March 2025 and is made up of two phases: recruitment phase and support phase.
116. During the recruitment phase Grant Recipients will be seeking to identify potential IPSPC Participants, establishing eligibility, and supporting Participants either in their job search and into employment, or to remain in employment.
117. The Grant Recipient will recruit Participants for 20 months and offer support for 24 months. There will be no recruitment in the final 4 months. The ES will provide a maximum of 12 months support to an Out-of-Work Participant, and 4-months support to an In-Work Participant.
118. At the transition point from recruitment phase to support phase, if the Grant Recipient feels there are reasonable grounds for admitting further Initiative Starts, this can be discussed with the REL and will be considered by DWP on a case-by-case basis.
119. During the support phase of the Grant, the Grant Recipient should consider how to take the necessary steps to close the Initiative and as appropriate, transition Participants to alternative support.
120. The core target referral routes include:
121. To ensure that the right levels and quality of referrals is achieved, Activity Delivery Partners will need to consider how to manage all referral routes effectively. This will include developing strong links and referral arrangements with community organisations, health services, local partners such as GPs, ICS and other LAs, Jobcentre Plus, social care, community health services, educational institutions, volunteering organisations, and housing services among others.
122. The initial meeting with the Participant following referral will be critical to delivering IPSPC effectively.
123. The Activity Delivery Partner will need to check and agree Participant eligibility and suitability and collect relevant initial information about the Participant. The IPSPC provision is expected to conform to the modified version of the IPS 8 key principles (paragraph 24).
124. The initial meeting must be conducted face-to-face by the ES who will deliver IPSPC. This should be at an agreed location that meets the preferences and requirements of the Participant, including consideration of the accessibility requirements of the Participant e.g., a community location the reasons for this meeting being face-to-face are:
125. Grant Recipients will be expected to make provision for Participants that do not have English as a first language. Grant Recipients will be expected to budget for translation services or other provision as appropriate to ensure they are able to reach the broadest range of potential Participants.
126. All Participants need to provide informed consent to start on IPSPC, to demonstrate that they understand and have agreed to the IPSPC offer. It also confirms their willingness to share their data in compliance with the Data Protection Impact Assessments including sharing specific information with specific third parties including for evaluation and contract management purposes.
127. If the Participant meets the Eligibility Criteria, the ES will then need to explain the nature of the programme and ask the Participant to sign a consent form.
128. Participants will be given a copy of the signed consent form to take away with them. All the relevant materials for this part of the meeting will be provided by the DWP Grants Team.
129. The Grant Recipient or Activity Delivery Partner will deliver IPSPC according to the following requirements.
130. Employment Specialists are responsible for supporting people back into paid employment and to support those in employment to stay in work. They should not focus on condition management. Employment Specialists focus on delivering support to progress towards, move to, and sustain paid employment. Each Employment Specialist carries out all phases of the employment support, including intake, engagement, assessment, job placement, job coaching, and follow-along supports as necessary. Support may be face-to-face, telephone, in groups and via text or email as appropriate. In addition, Employment Specialist’s co-ordinate access to health and wider supports (e.g., debt, housing, skills) working through local ICBs in the areas as appropriate.
131. ES co-ordinate access to health and wider supports (e.g., debt, housing, skills) working through ICBs in the areas as appropriate. ES should consider how best to integrate IPSPC with a Participant’s health treatment.
132. The ES should aim to have an active caseload of up to 25 people. Each Participant should work with the same ES for the duration of the IPSPC programme.
133. In addition, the ES should co-ordinate access to health and wider support (e.g., debt, housing, skills) working through local ICBs in the areas as appropriate.
134. The ES can form part of the clinical team working in primary or community care settings professional team or physical health teams in the same way as, for example practice nurses, pharmacists, psychologists, physiotherapists etc and attend regular team meetings to assess the employment support needs of patients.
135. They can work in a GP practice/health centre in person for at least part of their week and actively participate in practice team meetings and liaise with other staff.
136. They can be based within the practices/health centres. The ES will use the primary care systems to record details of notes for documentation of the patients’ employment support alongside information recorded by other practice staff regarding their health treatment recorded by other practice staff and employment services.
137. The ES should liaise with other support and provision to ensure a co-ordinated approach.
138. The ES will provide all Participants with clear guidance and any necessary support to communicate with Jobcentre Plus Work Coaches to demonstrate their participation in the IPSPC programme.
139. All Participants are provided with assistance in understanding benefits eligibility and obtaining comprehensive, individualised work incentives planning when considering job vacancies and assistance accessing employment benefits when making decisions about changes in work hours and pay.
140. Specialist benefits advice includes discussion of the impact on all sources of income and benefits (Universal Credit, Personal Independence Payments, travel concession, etc.) and all costs associated with commencing or changing employment.
141. Participants are provided with information and assistance about recording and reporting earnings and changes of circumstances to any other programmes and/or organisations e.g., Jobcentre Plus as required.
142. The use of the Access to Work scheme needs to be considered to provide support and adjustments in work. The ES should seek advice about Access to Work to support the Participant.
143. The ES should support Participants to evaluate their choices and informed decisions regarding what is revealed to the employer about having a disability.
144. All Participants will receive a co-produced vocational profiling assessment early in the support timeframe.
145. The resulting vocational profile form must capture a holistic understanding of the Participant’s circumstances, strengths, aspirations and needs across e.g., employment, health, personal and wider factors.
146. The initial assessment will inform a Vocational Action Plan. Both the vocational profile and the Vocational Action Plan are live documents and updated over time during the support journey. Sources of information can include the Participant, and with their permission, clinicians and clinical records, family members and employers.
147. For Out-of-Work Participants, active employment support, individualised job search and application must occur from day one alongside employment, health, and wider support.
148. Initial employment assessment and first job application/face-to-face employer contact by the Participant or the ES about a competitive job should occur no later than 30 days (one month) after programme entry.
149. The ES proactively supports employer contacts to source new vacancies both directly and working with existing employment engagement mechanisms in each area as appropriate. The ES should be aware of and utilise the Disability Confident[footnote 6] scheme including maximising employment opportunities.
150. The ES must have designated time each week for direct employer engagement and engagement with existing employer engagement mechanisms.
151. Job matches must be based on Participant preferences relating to what each person enjoys and their personal employment goals and needs (including, experience, ability, health etc.) whilst understanding employer needs and vacancy roles, rather than just those jobs that are most immediately available.
152. The ES will update the Vocational Action Plan with information from the vocational profiling assessment and new job/educational experiences.
153. The ES within a team must share information about employment opportunities in the area.
154. The ES assists Participants in obtaining different types of jobs as appropriate.
155. In-Work Participants should receive personalised support to sustain work based on the job they are in, their preferences, work history, needs, etc.
156. Support should be provided and co-ordinated by the ES and can include support from family, friends, peers, employer/line manager, co-workers, and health practitioners.
157. The ES also provides support to the employer (e.g., educational information, job accommodations) when appropriate.
158. The ES offers help with career development, i.e., assistance with education, more hours, more responsibility, a more desirable job, or more preferred job duties.
159. When an Out-of-Work Participant secures employment or becomes self-employed, the first date of employment must be recorded in the MI Template.
160. Participants may leave IPSPC for a number of reasons, including but not limited to starting work, failing to engage with the programme after DWP has been notified that they have started on the IPSPC Initiative or the Participant no longer wishing to participate. Activity Delivery Partners should record the reason against the most appropriate option in the MI and provide any additional notes if required.
161. Where Participants fail to attend appointments, the ES should actively seek to re-engage Participants. Participants are informed that they will be no longer be a Participant of the programme if they do not re-engage.
162. Grant Recipients will be expected to populate and return to DWP the IPSPC MI Template each Quarter. The MI Template will include details of the current IPSPC staffing level relating to the reporting Quarter, and the total, cumulative numbers to the end of the reporting month for each data item. There is also the opportunity to capture relevant notes or information that give additional context to the reported information.
163. Grant Recipients are required to capture all IPSPC related expenditure over the 3-month period as a cumulative total from the start of the Initiative against each expenditure type stated to show adherence to Match Funding commitment.
164. The MI Template can be found in Appendix D. It should be returned by the 14th of the month following the end of the Quarter, containing updates on progress achieved over the previous Quarter to give a cumulative picture of Participant progress on the Initiative. MI should be returned to the following mailbox: Individualplacementsupportfund@dwp.gov.uk
165. The MI Template and its frequency of return may change before and during the operation of the Initiative, Grant Recipients will be required to support any changes where necessary.
166. Grant Recipients will need to obtain and retain evidence to provide assurance relating to hours worked, earnings and duration of employment, for example, information and documentation provided by the employer, wage slips, any Real Time Information (RTI) checks carried out with HMRC, evidence of self-employment.
167. DWP will monitor performance of the Grant Recipient regularly for the duration of the IPSPC Initiative against the Profile Template (Appendix C) of forecasted Initiative Starts, staffing level and expenditure set out as part of the Grant Application.
168. Assurance may be sought by DWP or its commissioned representatives through a variety of means, including but not limited to reviewing the Grant Recipients audit trail of evidence held to support the performance, in consultation with the Participant and or their employer(s), and/or through reference to other sources of assurance such as Government held data e.g., DWP, or Her Majesty’s Revenue and Customs (HMRC) records, etc.
169. The DWP Grants Team will review the quarterly MI return. The Grants Team will:
170. Each Grant Recipient will be assigned a DWP REL. The REL will support the Grant Recipient through the Implementation Period, share good practice and provide support during IPSPC delivery. Grant Recipients will work with their REL to support the delivery of agreed processes and to provide evidence for quality assurance purposes.
171. Some of the areas of the MI return that the DWP Grants Team may contact the Grant Recipient to discuss could include:
172. The DWP Grants Team will identify performance issues through analysis of MI returns against the following KPIs and co-ordinate performance management intervention:
173. When monitoring the monthly MI returns the DWP Grants Team will work collaboratively with the Grant Recipient and the REL to agree actions for improvement where necessary, in accordance with the Grant Funding Agreement.
174. The DWP will review the IPSPC Grant annually. The DWP will take into account the delivery of the Funded Activities against the agreed outputs set out in their Grant Application and Profile Template.
175. Each annual review may result in the DWP deciding that (for example, a non-exclusive list includes):

Defined as a job that any person can apply for regardless of their disability status; see paragraph 20 for further detail. 
UCL (2014) Increasing employment opportunities and retention for people with a long-term health condition or disability: local action on health inequalities 
Burns et al, 2015. 
See What works centre for local economic growth website 
See The Magenta Book 
See Disability Confident employer scheme – GOV.UK (www.gov.uk) 
Don’t include personal or financial information like your National Insurance number or credit card details.
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