Research and analysis

SWAP Qualitative Case Study Research: Annexes

Updated 16 May 2024

Annex 1: SWAP Theory of Change Logic Model

The flow diagram presents the following information:

Inputs mainly under the heading ‘Government (Continued benefits, training costs, barriers to participation, analytical resources)’:

• ‘Employer -Time for set up/management/ feedback’

• ‘NEPT’

• ‘Training Provider - Time for set up/management’

• ‘Employer Advisor’, ‘Work Coach’

These inputs flow into the following activities:

• ‘Local Labour market analysis’
• ‘Arrange SWAP’
• ‘Disseminate available SWAP with JCP’
• ‘Awareness of available SWAP’
• ‘Sell SWAP to claimant’
• ‘Refer claimant’

These activities flow to the output: ‘Claimant agrees to participate in SWAP’. The claimant agreement flows on to the claimant input: ‘Investment of time and initial travel costs (reimbursable)’ and the following work coach activities:

• ‘Barrier Assessment’
• ‘Record referral’

Then the following employer activities:

• ‘Background checks (if applicable)’
• ‘Workplace adjustment (if applicable)’ 

These all flow into the output ‘Claimant starts SWAP’.

The main SWAP portion of the theory of change starts here with the activities:

• ‘Pre-employment Training’ (with side flow to ‘Claimant gains certification (if applicable)’)
• ‘Work placement’
• ‘Guaranteed Interview’

The main SWAP activities flow to the following three possible outputs:

• ‘Claimant completes SWAP: Interview successful’
• ‘Claimant completes SWAP: Interview unsuccessful’
• ‘Claimant does not complete SWAP’)

Regardless of which output, the diagram shows a flow to the activity ‘WC completes SWAP Tracker’. 

If Claimant completes SWAP with an unsuccessful interview, or the Claimant does not complete the SWAP, these outputs flow into the short term outcome of ‘additional needs identified’. The unsuccessful interview also flows into the short term outcome ‘interview feedback from employer’.

Both of these short term outcomes flow into the activity ‘Reflection with WC’ and this can flow into the activity ‘Claimant applies for other jobs in sector’. Claimant applies for other jobs in sector can flow into a successful short term outcome ‘claimant gains employment in new sector’ or an unsuccessful short term outcome, in which case ‘claimant reengages with WC’. 

Claimants unsuccessful at SWAP or subsequent interviews (through engagement with WC activities) flow into either:

• the short-term outcome ‘Increased employability’
• the medium term outcome ‘improve claimants employability’.

Collectively the short and medium term outcomes flow into the impact ‘Value for unsuccessful claimants’. 

If the claimant is successful at either the guaranteed or subsequent interview, these flow into the output ‘ Claimant enters work in new sector’ which flows onto the following four short-term outcomes:

• ‘Change in attitude towards working in new sector’
• ‘Claimant has skills to succeed at new job’
• ‘Increased earning’
• ‘Reduced UC/benefit’

This may flow into the following medium term outcomes:

• ‘UC ends (or is maintained at reduced level)’
• ‘Sustained employment (18 months)’
• ‘Career progression’

These medium term outcomes flow into the impacts:

• ‘Increased employment’
• ‘Reduced UC costs’

If the claimant is successful at the guaranteed interview, and subject to the assumption ‘Employer outputs and outcomes are dependent on the SWAP meeting employer expectations’, the following employer outputs are recorded:

• ‘Reduced vacancies’
• ‘Employer social responsibility goals met’
• ‘Development of local workforce’ 

‘Reduced vacancies’ and ‘Employer social responsibility goals met’ flow to the short-term outcome ‘Employer satisfied with SWAP experience’. This then flows to the activity ‘DWP gathers feedback from claimants and employers’ and the short-term outcome ‘Collated employer success stories’.

These short-term outcomes flow to the medium term outcomes:

• ‘Businesses return for additional SWAP’
• ‘Increased employer uptake in SWAP or other provisions’
• ‘Improved Attitudes towards hiring DWP claimants’
• ‘Employers approaching DWP with vacancies more readily’ 

‘Development of local workforce’ output flows to the following short-term outcomes:

• ‘SWAP aligns with local market need including sector shortages’
• ‘Sector pathways identified’
• ‘Change in attitude towards working in new sector’, which flow to the medium term outcome ‘Improved fit between employers and claimants’. 

Medium term outcomes in this employer focussed part of the theory of change flow to the impacts ‘Improved DWP relationship with business sector’ and ‘increased employment’.

Annex 2: Participant characteristics

Table 3: Employer, training provider and claimant participants by SWAP sector

Sector of SWAP	Employers	Training Providers	Claimants	Total
Administration	2		4	6
Adult social care	1	2		3
Beauty, therapy and personal services			1	1
Childcare	1			1
Construction	2	2	8	12
Customer service		4		4
Education and teaching			2	2
Facilities management			1	1
Healthcare	2		3	5
Hospitality	3		1	4
IT & communications			1	1
Logistics and freight transport (includes warehousing)	4	1	2	7
Manufacturing	3		1	4
Public Sector		1	4	5
Railway engineering	2	1		3
Recruitment agencies			1	1
Security	3	2	3	8
Total	23	13	32	68

Table 4: Claimant participant characteristics

Participant characteristics	Number
Male	16
Female	16
18 to 24 years	2
25 to 49 years	25
50+ years	5
0 to 2 month claim length	1
2 to 6 month claim length	8
6+ month claim length	23

Annex 3: Additional methodology details

This annex includes additional information about how the case study research was conducted.

Contacting claimants

A random sample of 150 claimants was drawn for each case study area (600 claimants in total across the four areas) in order to achieve 10 claimant interviews in each district. This sample size was in line with previous, similar research (in terms of mode, length and recruitment approach), which achieved a response rate of approximately 1 in 15 claimants. The sample was sourced from the SWAP manual trackers completed by each district which detail which claimants are referred each week to the programme. Claimant identification numbers were then linked to centrally held contact information (for example, postal address and telephone number).

The stratification of the sample was limited by the quality of data DWP holds on certain claimant characteristics (for example, ethnicity and disability information was not available) as well as claimants’ SWAP journey (only claimant start dates on the pre-employment training (PET) were consistently recorded by all areas). As a result, it was impossible to identify in advance claimants who had dropped out of a SWAP part-way through, or claimants who were successful at the guaranteed interview stage, which limited the study’s ability to explore these aspects in detail. The sample drawn was, therefore, broadly reflective (rather than representative) of the claimant population who started on a SWAP in terms of gender and sector of SWAP, and consisted of individuals who had started the SWAP PET within the previous 12 weeks of the sample being drawn. This time period was agreed in order to ensure the feasibility of obtaining a sample of 150 claimants from each area, while minimising as much as possible the risk of recall bias within claimant accounts of their experience.

It is important to note the claimant sample was delivered in two separate stages, to reflect the gap in fieldwork between Area 2 and Area 3. The samples for Areas 3 and 4, was additionally stratified by age (18 to 24 years vs. 25+ years) to account for the small number of potential participants aged 18 to 24 years provided in the sample for Areas 1 and 2.

All claimants in the sample were sent an advance letter to the address held on DWP’s central records. This letter provided further information about the research, what their participation would involve, data processing information and an email address to which they could write if they wanted to opt-out. Claimants were called using the telephone numbers provided in each sample, and while formal quotas for recruiting participants were not used, calls were targeted to achieve a spread in terms of claimant gender, age and sector of SWAP (the latter was obtained from the SWAP manual trackers and was therefore dependent on DWP staff interpretations of this at the local level). Claimants were called up to three times without a response before they were not contacted any further. During the calls, researchers emphasised their independence from benefits processing and that decisions regarding participation would not affect claimants’ benefits in any way. Each interview lasted approximately 30 to 45 minutes and claimants received a £20 voucher for their time.

In Area 4, fieldwork was terminated early due to an underlying issue with this sample in which few claimants could be contacted (many claimants did not pick up the phone) and of those who did, few recalled the programme or had actually started the SWAP to which they had been referred. Only two interviews were completed from 207 recruitment calls, compared to 10 interviews completed from 88 recruitment calls in Area 3. The study team attempted to unpick the reasoning for the issues with the underlying sample in subsequent meetings and interviews with the local operational contacts, however, it was difficult to pinpoint this exactly. The information gathered suggested that the issue was likely a result of error(s) completing the local manual SWAP trackers. As a result, fieldwork was terminated early so that the findings could be reported to the timetable agreed.

Contacting employers and training providers

As described in the main report, the study was reliant on the case study areas to supply the contact details of employers and training providers who had taken part in a SWAP in their districts, as there was no alternative way of identifying these organisations. Within each area, the study aimed to interview a total of 7 employers, and 3 training providers, and so local contacts were asked to provide approximately 15 to 20 employer contacts and 5 to 10 training provider contacts to account for uncertainty in likely response rates. Obtaining contacts was more difficult in some of the case study areas and was affected by factors such as local record keeping of this information (for example, some training providers were listed as employers, and other contact information was out of date), and busyness of the staff involved. In all areas, subsequent samples of employers were requested due to poor response rates for this participant group.

To counter the risk of staff supplying only contacts for similar organisations, and therefore similar experiences of the programme, contact information for a range of organisations in terms of key characteristics (size, sector of SWAP, length of SWAP, number of SWAPs involved in, and how the SWAP was initiated) was requested. Organisations were then approached by researchers to ensure a spread across these characteristics, although achieving this was limited by response rates, particularly among employers.

Organisations were initially emailed using a template which explained the purpose of the research and asked if they were able to participate. Where organisations agreed to take part, they were then sent an additional information sheet and booked in for an interview at a convenient date and time. Where no response was received, a follow-up email was sent a few days later prompting them about the study. Finally, where the target number of interviews had not yet been reached, organisations were contacted by telephone for up to a maximum of two attempts. Where this was the case, the researcher verbally communicated the key information about the study contained in the initial emails.

For most areas, the first time employers and training providers heard about the research was when they were contacted via email about the study. In Area 4, however, DWP staff approached employers in advance before handing contact details over to the study team. This approach was taken as DWP staff in this area felt it would be beneficial in securing employer participation and minimised any risk to their relationships with these contacts if the study team were to contact them without warning. It should be noted that this may have increased the risk that some employers may have felt obligated to take part in the research and/or restricted their feedback due to a perceived lack of separation between DWP researchers and operational staff leading on SWAPs. As with all areas, researchers in Area 4 emphasised their independence from jobcentres (JCPs) and SWAP policy decision-making during each contact with participants, and the questions asked during data collection were framed in a way to encourage and enable participants to be honest about their experience. Despite this, it’s likely that a certain level of bias related to this aspect remains in the dataset obtained.

Each interview lasted approximately 30 minutes to an hour, depending on how much each organisation wanted to share. To ensure the most appropriate person was spoken to, the information shared during the recruitment stages requested that the participant was an individual who had knowledge of, or was responsible for, the SWAP that their organisation had been involved in.

Contacting staff

Once JCP Service Leaders had agreed for fieldwork to take place in their district areas, the study team were signposted to operational staff who would be able to facilitate the research. These individuals became key contacts for the study team during fieldwork. In initial meetings, these local contacts provided a broad overview of the SWAP set-up in their district, and the types of staff involved in delivery, from which a list of different staff roles to speak to as part of the fieldwork was agreed. Due to the varying nature of the local staffing models, it was easier to understand how SWAP delivery was organised in some areas more than others.

The project manager and case study leads maintained regular contact with these local contacts while fieldwork took place in each area. In Areas 1 and 2 this mostly consisted of contact via email, whereas for Areas 3 and 4 this took the form of a weekly scheduled meeting. In Areas 2, 3 and 4, a follow-up meeting took place with the local contacts to check the study team’s understanding of local SWAP delivery obtained through data collection, and to clarify any aspects of delivery that remained unclear.

The local contacts provided a list of suggested staff who could be approached for the fieldwork based on their role and involvement in local SWAP delivery. The study team then arranged the interviews and focus groups for these staff around their availability. In setting up the interviews and focus groups, an information sheet was provided about the research, and it was emphasised that their participation was voluntary. Despite this, some staff may have only participated in the study because they felt obligated to. As with other participant groups, the independence of the study team was emphasised, and participants were offered the opportunity to withdraw from the study if they wanted to.

Piloting

Piloting^{[footnote 1]} interviews were conducted with two members of DWP staff, one employer and one training provider who agreed to this. These interviews were conducted to test the length and appropriateness of the topic guides for these participant groups, and the quality of the data obtained. These individuals were recruited from a separate JCP district to the case study areas and so the information collected was not used in the analysis and reporting of this study. The topic guides were amended following these pilots.

For claimants, the first week of fieldwork was considered a pilot. Minimal changes were made to the topic guide following these interviews, and so, unlike the other fieldwork strands, the data collected during these interviews was analysed and reported on. It should, however, be noted that the topic guides and fieldwork processes were continually reviewed and modified throughout the data collection periods to ensure they were as efficient and effective as possible. The study team met multiple times a week to reflect on interviews, and formal debrief sessions were held within the study team, and separately with wider supporting researchers, following the end of data collection in each study area. This process allowed learning from each area to be implemented in subsequent fieldwork.

Analysis and Reporting

Once all interviews had been conducted, the interview notes formed the final dataset. The dataset was explored using a thematic analysis approach. As there were multiple researchers involved in the coding of the data, a coding framework (Annex 4) was developed to ensure consistency in coding across the study team. The research questions were used as a guide to ensure the framework aligned with the objectives of the research, and the framework was tested with an initial sample of interviews before a final version was agreed for coding the rest of the data (although this was still subject to ongoing tweaks as coding progressed).

Members of the study team were paired up to code a specific strand of data (for example, employers) and each pair coded the same initial set of notes to check alignment in their coding approach, before separately coding the remaining data. A separate member of the study team then examined a selection of coded notes from each pair to quality assure the completed coding. Feedback on the coding approach, particularly inconsistencies within each pair, was provided to the coders so that this could be incorporated into the analysis of future notes.

The project team met multiple times to discuss and agree the themes identified within the coded data. The themes identified via this process of analysis structured the findings within this report. When analysing the data, findings were explored by participant group (for example, claimants vs. employers) as well as by case study area (for example, Area 1 vs. Area 2), and these were included in the reporting where relevant.

A Quality Assurance (QA) panel was established to review the work of the research team during the analysis stage. The panel included researchers external to the project, senior researchers, and a fieldworker external to the study team, who was involved in conducting the research. This panel was engaged to review the initial coding framework that had been developed, and again to review how the codes had been applied to a sample of the data collected. This ensured that the approach taken to analysis had been peer reviewed, and that the data analysis conducted was of good quality. The final report was separately quality assured by an academic on secondment to the In-House Research Unit (IHRU), as well as senior researchers in the unit.

Annex 4: Initial coding framework

Context (for nodes)	Nodes	Description
All local labour market	Barriers to claimant employment	Barriers mentioned by claimants in terms of accessing employment, and perceived barriers affecting claimant work opportunities (staff, training providers)
All local labour market	Caring responsibilities
All local labour market	Claimant age
All local labour market	Claimant confidence	Claimant lacking self-confidence to apply for available jobs
All local labour market	Claimant interest	Claimant not interested in jobs available
All local labour market	Claimant language	Language as a barrier to claimants taking part in the local labour market
All local labour market	Cost of pre-employment checks
All local labour market	Digital literacy
All local labour market	Ex-offender status	Claimant is an ex-offender which restricts their employment opportunities
All local labour market	Health considerations
All local labour market	Lack of experience	Lack of experience required for the jobs available
All local labour market	Lack of jobs in specific sector or role	No jobs available that the claimant wants to do
All local labour market	Lack of qualification
All local labour market	Lack of relevant licence
All local labour market	Minimum or low wage	Low wage jobs
All local labour market	No barriers or difficulties
All local labour market	Travel to work - transport access	Issues to do with accessing transport to travel to work
All local labour market	Travel to work - travel time	Travel time too long
All local labour market	Type of contract	for example, only zero hours/low security contracts available
Brexit		Comments related to the influence of Brexit on the local labour market/employment landscape
Changing skills requirements		Comments related to recent/ongoing changes to the skills required to work in sectors/jobs available locally
Covid-19		Comments related to the influence of Covid-19 on the local labour market/employment landscape
Employment or unemployment		Reflections on local employment/unemployment rates
General reflections		General reflections on the local labour market that do not fit under other codes
Growth sectors		Sectors specifically mentioned as local ‘growth sectors’ for the area
Local industries and sectors		The local sectors and industries described as present in the local area
Local industries and sectors	Administration
Local industries and sectors	Construction
Local industries and sectors	Customer Service	Includes call centres
Local industries and sectors	Digital and IT
Local industries and sectors	Engineering
Local industries and sectors	Healthcare
Local industries and sectors	Hospitality
Local industries and sectors	Other	Other sector not listed above
Local industries and sectors	Public Sector - Civil Service
Local industries and sectors	Retail
Local industries and sectors	Security
Local industries and sectors	Social care
Local industries and sectors	Transport and logistics - delivery drivers
Local industries and sectors	Transport and logistics - general
Local industries and sectors	Transport and logistics - warehouse
Vacancy type		The types of vacancies available in terms of contract
Claimant background		Content relating to the claimant participants and their general background, living situation etc.
Claimant background (benefits)		Claimant’s benefits, reason for claiming and claim history
Benefits claimed		What benefits the claimant is claiming
Benefits claimed	JSA	Claims JSA
Benefits claimed	PIP	Claims PIP
Benefits claimed	UC	Claims UC
Benefits claimed	Unknown	Claimant does not know what benefit they are claiming
Claim history		Comments relating to the claimant’s benefits history, for example, how long they’ve been claiming for, any previous benefits they claimed
Job search considerations		Thing’s claimants consider when looking for work
Job search considerations	Happiness	Whether or not the claimant will be happy in the job
Job search considerations	Health	Whether or not the role will be considerate of claimant mental/physical health
Job search considerations	Hours	Working hours of jobs
Job search considerations	No considerations	Looks for any available work/no considerations
Job search considerations	Reviews	Reviews existing employee experience
Job search considerations	Specific sector or role	Claimant looks for jobs in specific sectors or roles
Job search considerations	Travel time	Length of commute
Job search considerations	Wage	Wage of jobs
Reason for claiming		Claimant’s reasons for starting their most recent benefit claim
Work search activities		Work search activities the claimant undertakes
Employment history		Claimant’s previous experience of work
Employment history	Contract type	Type of contract the claimant had in their previous work
Employment history	Mixed contracts	Claimant has worked in both temporary and permanent roles previously
Employment history	Permanent contracts	Claimant’s previous role was permanent
Employment history	Temporary contracts	Claimant’s previous role was temporary
Employment sector		Sector(s) in which the claimant previously worked
Employment sector	Administration	Claimant worked in admin sector
Employment sector	Beauty	Claimant worked in the beauty sector
Employment sector	Construction	Claimant worked in the construction sector
Employment sector	Digital and IT	Claimant worked in the digital/IT sector
Employment sector	Hospitality	Claimant worked in the hospitality sector
Employment sector	Leisure	Claimant worked in leisure sector
Employment sector	Other sector	Claimant worked in a different sector not listed above
Employment sector	Unknown sector	Unknown which sector the role/job falls under
Skills and qualifications		Claimant’s existing/previous skills or qualifications
Skills and qualifications	Licence held	Claimant mentions previously holding a specific licence or badge, for example, a CSCS card
Skills and qualifications	No skills or qualification	Claimant mentions having no previous skills or qualifications
Skills and qualifications	Qualification held	Claimant mentions having some kind of qualification, for example, NVQ in business or Level 1 in beauty
Skills and qualifications	Volunteering	Claimant mentions having previous volunteering experience
Employment status		Claimant current work situation
Employment status	About to start employment	Claimant is undergoing pre-employment checks or other processes
Employments status	In employment	Claimant is in employment
Employment status (in employment)	Previous - long term	Before current job, claimant was unemployed for more than 6 months
Employment status (in employment)	Previous - medium term	Before current job, claimant was unemployed for 2 to 6 months
Employment status (in employment)	Previous - short term	Before current job, claimant was unemployed for less than 2 months
Employment status (unemployed)	Unemployed - long term	Claimant currently unemployed and has been for more than 6 months
Employment status (unemployed)	Unemployed - medium term	Claimant currently unemployed and has been for 2 to 6 months
Employment status (unemployed)	Unemployed - short term	Claimant currently unemployed and has been for less than 2 months
Personal circumstances		Personal factors that may affect claimant employment
Personal circumstances	Caring responsibilities	Claimant caring responsibilities
Personal circumstances	Caring - adult	Claimant cares for adult(s)
Personal circumstances	Caring - children	Claimant cares for child(ren)
Personal circumstances	No caring responsibilities	Claimant has no caring responsibilities
Health conditions		Health conditions that may impact on claimants’ day-to-day
Health conditions	Did not want to discuss	Claimant did not want to respond to this question
Health conditions	Mental	Claimant expresses impact or effect of mental health on day-to-day life including job seeking or within work situations
Health conditions	No health conditions	Claimant mentions having no health conditions that impact on them day-to-day
Health conditions	Physical	Claimant expresses impact or effect of physical health on day-to-day life including job seeking or within work situations
Employer background	Sector	Sector employer’s organisation falls under (if specified) - this is different to the sector of SWAP attribute
Employer background (sector)	Administration - employer
Employer background (sector)	Childcare - employer
Employer background (sector)	Construction - employer
Employer background (sector)	Digital or IT - employer
Employer background (sector)	Health and Social Care - employer
Employer background (sector)	Hospitality - employer
Employer background (sector)	Manufacturing - employer
Employer background (sector)	Other - employer
Employer background (sector)	Security - employer
Employer background (sector)	Transport & logistics - employer	Includes warehousing
Employer background	Job responsibilities	Role/responsibilities of the participant
Recruitment challenges		Any challenges mentioned generally regarding recruitment/filling vacancies
Recruitment challenges	Anti-social hours	Unattractive hours of the vacancy
Recruitment challenges	Covid-19	Recruitment challenges related to Covid-19
Recruitment challenges	Qualifications or licences	Legally required qualifications or licences needed for the roles
Recruitment challenges	Staff ratios	Legally required staff ratios
Recruitment challenges	Transport	Challenges related to claimants accessing transport to get to the jobs on offer
Recruitment challenges	Type of work	Challenges related specifically to the type of work
Recruitment methods		Methods usually used to recruit to fill vacancies
Recruitment methods	JCP	Through DWP/Jobcentre Plus
Recruitment methods	Other	Other recruitment method mentioned
Recruitment methods	Recruitment websites	Through recruitment websites
Recruitment methods	Social media	Through social media
Recruitment methods	Training providers	Through training providers
Recruitment methods	Word of mouth	Through claimant word of mouth
Recruitment needs		Comments related to the employer’s recruitment needs
SWAP involvement		Comments about the participant’s previous experience of SWAP for example, length of time involved in SWAP
STAFF background (customer groups)		What customer groups they work with/provide support to (not SWAP specific)
STAFF background (customer groups)	16 to 24 customers	Claimants aged 16 to 24
STAFF background (customer groups)	25+ customers	Claimants aged 25 and over
STAFF background (customer groups)	Ethnic minority customers	Claimants from ethnic minority backgrounds
STAFF background (customer groups)	JSA customers	Claimants on JSA
STAFF background (customer groups)	No specific groups	All/any claimants
STAFF background (customer groups)	Self-employed customers	Self-employed claimants
Staff Background (job responsibilities)		General role/responsibilities of the participant (not SWAP specific)
Staff Background (job responsibilities)	CSL	Customer Service Lead
Staff Background (job responsibilities)	Employer & Partnership Manager
Staff Background (job responsibilities)	Employer Adviser
Staff Background (job responsibilities)	ESL	Employer Service Lead
Staff Background (job responsibilities)	Partnership Support or Admin
Staff Background (job responsibilities)	Recruitment Manager
Staff Background (job responsibilities)	Work Coach
Staff background (SWAP involvement)		Comments about the participant’s previous experience of SWAP, for example, length of time involved in SWAP
Staff background (time in role)		Length of time participant is in their current role (not SWAP specific)
Staff background (time in role)	1 to 2 years
Staff background (time in role)	Less than 1 year
Staff background (time in role)	More than 2 years
Training provider background (customer groups)		What customer groups (in terms of claimants) the training provider provides training for
Training provider background (customer groups)	No specific groups	Include within this code any rationale for how particular groups have been included
Training provider background (customer groups)	Specific groups	Include within this code any rationale for how particular groups have been included
Training provider background (job responsibilities)		Role/responsibilities of the participant
Training provider background (job responsibilities)	Employer engagement	Building and maintaining network of employers
Training provider background (job responsibilities)	Upskilling	Skills capability building
Training provider background	SWAP involvement	Comments about the participant’s previous experience of SWAP, for example, length of time involved in SWAP
Training provider background	Type of training provided	The type of training offered
Training provider background (type of training provided)	Specific roles	Training provider provides training focussed on certain roles, for example, rail track engineer
Training provider background (type of training provided)	Specific sectors	Training provider provides training focussed on certain sectors rather than roles for example, CSCS card
Training provider background (type of training provided)	Variety of roles and or sectors	Training provider provides variety of training, not focussed to particular sectors or roles
District-specific practice		Assign where content reflects practices unique to a specific case study area
Experience	Cancelled or Incomplete SWAPs	Any comments about SWAPs which were cancelled - either during planning, referral, or part-way through the course; or where a customer was referred to a SWAP and then did not complete it because of a reason that was not in their control (for example, they never heard back about it, they did not pass the language test etc.)
Experience (claimant support)	Claimant JCP support	Comments relating to what support claimants received from JCP while on the SWAP
Experience (claimant support)	Wanted more support	Claimant expressed that they wanted more support from the JCP while on/immediately after the SWAP
Experience (claimant support)	Claimant other support	Comments relating to what support claimants received from elsewhere while on the SWAP
Experience (claimant support)	Drop-out (and mitigation)	Comments related to claimants dropping out of SWAPs, or rates of dropouts (for example, if low), including any specific actions mentioned to reduce/avoid drop-outs
Experience (claimant support)	Post-SWAP follow-up	Comments related to claimants dropping out of SWAPs, or rates of dropouts (for example, if low), including any specific actions mentioned to reduce/avoid drop-outs
Failure to attend		More general comments on failure to attend rates (comments that are not directly related to the impact that failure to attend has on referral decision-making or the set-up of SWAPs)
Feedback	Feedback not received	Comments made about feedback that’s not received or missing
Feedback	Feedback received (and changes made)	Comments about feedback received on SWAPs (from any source, for example, claimant, DWP, employer), and where applicable, changes made as a result of this feedback
Guaranteed interview		Reflections on the Guaranteed Interview
Guaranteed interview	Delivery	How the GI was delivered/what it involved
Guaranteed interview (delivery)	Format of GI	Anything related to how the GI took place, for example, individually, as a group etc.
Guaranteed interview (delivery)	GI offered - did not take place	Claimant was offered a GI, but this did not happen
Guaranteed interview (delivery)	GI offered - took place	Claimant was offered a GI, and this took place
Guaranteed interview (delivery)	No GI offered - alternative	Claimant suggests they were offered an alternative to a GI
Guaranteed interview (delivery)	No GI offered - no alternative	Claimant was not offered a GI
Guaranteed interview (delivery)	No GI offered - Neutral	Claimant ambivalent/neutral about not having had the opportunity of GI
Guaranteed interview (delivery)	No GI offered - Would have liked GI	Claimant would have liked to have had the opportunity of GI
Guaranteed interview (delivery)	No GI offered - Would not have liked GI	Claimant would not have wanted the opportunity for GI
Guaranteed interview	Timing of GI	Anything related to the timing of the GI for example, before the WE or before the PET
Guaranteed interview	Reflections on GI	Reflections on the GI element of SWAP
Guaranteed interview	ALL improvements to GI	Suggested improvements to GI
Guaranteed interview	CLAIMANT reflections on GI	Any claimant reflections on their GI experience
Guaranteed interview	Feedback from GI	Comments related to receiving feedback about GI
Guaranteed interview	Preparedness for GI	Comments related to claimant self-perceived preparedness for GI
Guaranteed interview	Satisfaction with GI	Comments related to claimant satisfaction with GI
Guaranteed interview	EMPLOYER reflections on GI	Any employer reflections on their GI experience
Guaranteed interview	Comparison to usual process	Any comments comparing the interview process for SWAP to usual recruitment
Guaranteed interview	Job readiness	Any comments relating to the job-readiness of the candidates interviewed
JCP interaction		Any comments on JCP interaction (outside of SWAP) or other DWP courses
PET		Pre-employment training
PET	Delivery	How the PET was delivered/what it involved
PET	Attendees	Reflections on the number of people on the course
PET	Satisfied
PET	Too few
PET	Too many
PET	Content	Content of the training received/delivered
PET (content)	Targeted to sector	Training was targeted towards an overall sector and not an end role (for example, FLT, Civil Service)
PET (content)	Targeted to vacancy	Training was targeted towards a particular vacancy that an employer had, fr example., healthcare assistant
PET (content)	Unclear	Unclear whether or not the training was targeted to the end role/vacancy or a particular sector
PET	Format	How the course was delivered
PET (format)	Face to face
PET (format)	Mixed	Mix of face to face and virtual delivery
PET (format)	Virtual
PET length		Length of the PET part of the SWAP
PET length	2 to 4 weeks
PET length	More than 4 weeks
PET length	Under 2 weeks
PET	Topic or type	Type of training offered/completed
PET (topic or type)	Administration
PET (topic or type)	Care work
PET (topic or type)	Civil Service
PET (topic or type)	Coding
PET (topic or type)	Customer Service
PET (topic or type)	Forklift Truck (FLT)
PET (topic or type)	Health and Safety
PET (topic or type)	Other topic	Other topic/type of training not listed here
PET (topic or type)	SIA door supervisor
PET design		Reflections on designing the training
PET design	Employer appropriate to employer needs	Reflections on the extent to which the training met employers’ needs
PET design	Appropriate	Employer reflected that it was appropriate/met their needs
PET design	Not appropriate	Employer reflected that it was not appropriate or did not meet their needs
PET design	Employer input - amount	Reflections on employer input to the training
PET design	Employer input - satisfaction	Reflections from employers on how content they were with their input to the training
PET design	Content
PET design	Not content
PET design	Training provider - challenges in deciding content (and solutions)	Challenges mentioned by Training providers and Employers in terms of deciding content for training and, where present, solutions proposed or implemented to address these
Reflections on PET		Reflections on the PET element of SWAP - either specific to a particular SWAP or overall
Reflections on PET (improvements to PET)	ALL improvements to PET	Suggested improvements to PET
All improvements to PET	Communication	Changes related to communication received during the SWAP pre-employment training
All improvements to PET	Course lead - improvements	Changes related to the course lead
All improvements to PET	Detail	Changes that improve the specificness or level of detail of information/examples provided
All improvements to PET	Hands on experience	Changes related to having more live or hands-on experience (for example, calls/interviews)
All improvements to PET	ID requirements	Changes related to ID requirements
All improvements to PET	Pace	Changes to improve course pacing
All improvements to PET	Relevancy	Changes to improve the relevancy of the course to claimant skill level or the end role
All other reflections (PET)		Any other reflections provided in relation to the training that do not fit categories above
All other reflections (PET)	Course lead - reflections	Feedback provided about the course lead who delivered the training
All other reflections (PET)	Transparency	Feedback provided about transparency of the employer about the end role throughout the process
PET difficulties (claimant)	CLAIMANT difficulties	Difficulties or challenges claimants mentioned in relation to the training
PET difficulties (claimant)	Carer responsibilities	Training did not fit easily with caring responsibilities
PET difficulties (claimant)	Extra costs	Claimant had to pay extra costs for things like a DBS certificate
PET difficulties (claimant)	Travel - access to transport
PET reflections (claimant - reasons for perceived usefulness)		Reasons provided why claimants found the training useful/not useful
PET reflections (claimant - reasons for perceived usefulness)	Course environment	Feedback related to the course environment, for example, nice to go somewhere new, interact with people etc.
PET reflections (claimant - reasons for perceived usefulness)	Depth of training	Feedback related to how basic or detailed the training was
PET reflections (claimant - reasons for perceived usefulness)	Duplication	Feedback related to the training duplicating existing knowledge or experience
PET reflections (claimant - reasons for perceived usefulness)	Not necessary	Feedback related to the training not being needed for the end role
PET reflections (claimant - reasons for perceived usefulness)	Organisation	Feedback related to how organised or unorganised the training was
PET reflections (claimant - reasons for perceived usefulness)	Relevancy	Feedback related to how relevant the training was to the end vacancy/role
PET reflections (claimant - reasons for perceived usefulness)	Claimant usefulness	How useful claimants found the training
WE		Reflections on the Work Experience element of SWAP
WE	Delivery	How the ‘WE’ was delivered/what it involved
WE	No WE offered - alternative provided	Claimants were not offered any work experience but did receive information which provided a practical understanding of what the job/area of work entails
WE	No WE offered - no alternative provided	Claimants were not offered any work experience or alternatives
WE	Neutral	Claimant ambivalent/neutral about not having had the opportunity for WE
WE	Would have liked WE	Claimant would have liked to have had the opportunity for WE
WE	Would not have liked WE	Claimant would not have wanted the opportunity for WE
WE	WE offered	Claimants were offered work experience, for example, ‘day in the life’ presentation, tour of the workplace, job shadowing, talking to current employees, use of mock/simulated environment
WE	Reflections on WE	Reflections on the WE element of SWAP - either specific to a particular SWAP or overall
WE	ALL improvements to WE	Suggested improvements to WE
WE	Employer usefulness	How useful employers found the WE element of the training
Outcomes		Comments relating to SWAP outcomes
Outcomes (claimants)	Employment outcomes	Claimant employment outcome from SWAP
Outcomes (claimants)	Moved or moving into other employment	Claimant found employment elsewhere
Outcomes (claimants)	Left employment	Claimant has left this role
Outcomes (claimants)	Stayed in employment	Claimant still working in this role
Outcomes (claimants)	Moved or moving into SWAP role	Claimant found employment through the SWAP. This includes those still waiting for their pre-employment checks to clear.
Outcomes (claimants)	Left employment - SWAP role	Claimant has left this role
Outcomes (claimants)	Stayed in employment - SWAP role	Claimant still working in this role
Outcomes (claimants)	Not moved into employment	Claimant still unemployed
Outcomes (claimants)	SWAP did not help	Claimant moved into employment but thinks this would have happened without the SWAP
Outcomes (claimants)	SWAP helped	Claimant moved into employment and thinks the SWAP helped with this
Outcomes (other)	Other outcomes	Other outcomes from SWAP for claimants (for example, softer skills), either mentioned by claimants themselves or by staff or training providers
Outcomes (other)	Confidence	Claimant confidence boost from attending the SWAP
Outcomes (other)	Ineligibility for other provision	Claimant now ineligible for other provision
Outcomes (other)	Lack of trust with WC	Claimant lacks trust with their work coach (where expectations not met)
Outcomes (other)	Negative outcomes - not expanded	Participant mentions general negative outcomes but nothing specific
Outcomes (other)	Positive outcomes - not expanded	Participant mentions general positive outcomes but nothing specific
Outcomes (other)	Stress	Claimant stress (where expectations not met)
Outcomes (other)	Working with others	Claimant learnt how to work with others/as a team
Outcomes (other)	Other work-related outcomes	Work-related outcomes beyond whether or not the claimant has moved into employment (staff, claimants and training providers)
Outcomes (other)	Access to other opportunities	Claimant has heard/been told/gained access to other employment opportunities
Outcomes (other)	Licence	Claimants gain a licence
Outcomes (other)	Networking	Claimant knows how to expand their network/interact with potential employers
Outcomes (other)	New skills	Claimants gain new skills
Outcomes (other)	Qualification or certification	Claimants gain a qualification or certification
Outcomes (other)	Reduced claim	Claimant has reduced/moved off benefits
Outcomes (other)	Relevant experience	Claimants gain relevant experience in a new or particular role or sector
Staff and training providers	Employment outcomes	Perceived effectiveness of SWAP for moving claimants into sustainable employment (staff and training providers only)
Staff and training providers	Effectiveness of SWAP	Perceived effectiveness of SWAP in helping claimants find work
Staff and training providers - effectiveness of SWAP	Effective - claimants closer to employment	Participants think SWAPs are effective at moving claimants closer to employment, but not necessarily into employment
Staff and training providers - effectiveness of SWAP	Effective - claimants into employment	Participants think SWAPs are effective at moving claimants into employment
Staff and training providers - effectiveness of SWAP	Not always effective	Participants have a mixed view on the effectiveness of SWAPs
Staff and training providers	Reasons for no employment	Perceived reasons for claimants not achieving employment outcomes
Staff and training providers - reason for no employment	Claimant decides role not right	Claimant decides the role is not for them
Staff and training providers - reason for no employment	Claimant ineligible for role
Staff and training providers - reason for no employment	Delays finishing SWAP	Delays in claimant getting their guaranteed interview
Staff and training providers - reason for no employment	Documentation delays	Delays in getting documentation for job, for example, DBS or right to work documents
Staff and training providers - reason for no employment	Lack of candidate experience	SWAP not provided enough experience for claimants to get the job
Staff and training providers - reason for no employment	Limited number of jobs	Not enough jobs available for the number of claimants on the SWAP
Staff and training providers	Reasons for sustainability	Perceived reasons for SWAPs contributing towards sustainable employment
Staff and training providers - reasons for sustainability	Claimant awareness of expectations	Claimant knows what’s expected of them
Staff and training providers - reasons for sustainability	Claimant understanding of role	Claimants know what they’re going in to - the goods and bads of the role
Staff and training providers - reasons for sustainability	Employer expectations of claimants	Employers know claimants already
Staff and training providers - reasons for sustainability	Move into work is easier	SWAP made the move into employment easier
Staff and training providers - reasons for sustainability	Number of relevant vacancies	Number of related vacancies available for claimants to pursue
Staff and training providers - reasons for sustainability	SWAP cohort	Claimants going into a role with others from the same SWAP
Staff and training providers - reasons for sustainability	SWAP opens up career paths	End roles are part of a career path for claimants
Staff and training providers	Sustainability	Perceived contribution of SWAP to sustainable employment
Staff and training providers	Outcomes for employers	Outcomes from SWAP for employers, either mentioned by employers, or by Training Providers or Staff
Staff and training providers - outcomes for employers	Expanded network	SWAP widened network with other organisations
Staff and training providers - outcomes for employers	Other outcomes	Any other outcomes mentioned for employers
Staff and training providers - outcomes for employers	PR	Positive PR gained from SWAP participation
Staff and training providers - outcomes for employers	Vacancies filled	Employer vacancies filled by SWAP(s)
Staff and training providers - outcomes for employers	Negative retention rates	Negative reflections on SWAP claimant retention
Staff and training providers - outcomes for employers	Positive retention rates	Positive reflections on SWAP claimant retention
Staff and training providers - outcomes for employers	Vacancies not filled	Employer vacancies not filled by SWAP(s)
Staff training and providers	Wider outcomes or impacts	Wider outcomes or impacts, for example, impact for DWP
Staff training and providers - wider outcomes or impacts	Disengagement from SWAP	Employers do not plan to participate in SWAP again
Staff training and providers - wider outcomes or impacts	Improved relationships	Improved DWP relationship with local industry/businesses
Staff training and providers - wider outcomes or impacts	More SWAPs	Employers return to participate in SWAP again
Staff training and providers - wider outcomes or impacts	More vacancies	Employers return to hire from the local JCP or area
Staff and training providers	Outcomes by claimant type	Reflections on any variations in outcomes by claimant group
Staff and training providers - outcomes by claimant type	Claimant age	Outcomes linked to the age of claimants
Staff and training providers - outcomes by claimant type	Claimant confidence	Outcomes linked to the confidence of claimants, for example, in terms of moving into employment
Staff and training providers - outcomes by claimant type	Claimant interest	Outcomes linked to the claimant’s interest, for example, in the role/sector/doing something different
Staff and training providers - outcomes by claimant type	Closeness to labour market	Outcomes linked to closeness of the claimant to the labour market
Staff and training providers - outcomes by claimant type	Length of time out of work	Outcomes linked to the length of time claimant has been out of work
Staff and training providers - outcomes by claimant type	Works well for all	Outcomes perceived to work well for all groups of claimants
Staff and training providers	Outcomes by employer type	Reflections on any variations in outcomes by employers
Staff and training providers	Outcomes by SWAP type	Reflections on any variation in outcomes by type of SWAP
Staff and training providers - outcomes by SWAP type	Classroom-based	Outcomes linked to SWAPs that take place in classroom environments
Staff and training providers - outcomes by SWAP type	Licences	Outcomes linked to SWAPs that provide licences to claimants
Staff and training providers - outcomes by SWAP type	Specific roles	Outcomes linked to SWAPs for specific roles
Staff and training providers - outcomes by SWAP type	Specific sectors	Outcomes linked to specific sectors of SWAP
Staff and training providers - overall reflections	General reflections	General reflections provided about SWAP, not specific to any particular elements covered elsewhere, for example, ‘I think SWAP is a great programme’.
Staff and training providers - overall reflections	Negative	General negative reflections/response provided about SWAP
Staff and training providers - overall reflections	Positive	General positive reflections/response provided about SWAP
Staff and training providers (overall reflections)	Claimant attitudes	General reflections on claimant attitudes and/or motivations in relation to SWAP that are not specific to the suitability of candidates referred etc.
Staff and training providers (overall reflections)	Suggestions for change	Participant reflections on what they would change about SWAP
Staff and training providers - suggestions for change	Change - accountability	Suggestions relating to parties taking accountability for SWAP decision-making, for example, WCs taking accountability for claimant referrals
Staff and training providers - suggestions for change	Change - awareness	Suggestions related to improving awareness of the SWAP programme
Staff and training providers - suggestions for change	Change - claimant support	Suggestions related to the support provided to claimants on the SWAP
Staff and training providers - suggestions for change	Change - communication	Suggestions related to improving communication and/or information between different parties involved in SWAP
Staff and training providers - suggestions for change	Change - eligibility re. other provision	Suggestions related to eligibility, for example, opening up eligibility or providing clarity on this to WCs
Staff and training providers - suggestions for change	Change - experience	Suggestions related to providing more practical experience to claimants participating in a SWAP
Staff and training providers - suggestions for change	Change - intensity	Suggestions related to how much content is covered in the SWAP timeframe
Staff and training providers - suggestions for change	Change - interview	Suggestions related to the GI
Staff and training providers - suggestions for change	Change - length	Suggestions related to adjusting the length of the SWAP
Staff and training providers - suggestions for change	Change - other JCP processes	Suggestions related to any other JCP processes (for instance, things JCPs are not doing that would be helpful) not captured above
Staff and training providers - suggestions for change	Change - outcomes review	Suggestions related to reviewing/monitoring employment outcomes, for example, to manage training provider performance
Staff and training providers - suggestions for change	Change - specificness to end job	Suggestions related to making the SWAP more specific to the end role
Staff and training providers - suggestions for change	Change - UC build	Suggestions relating to amending the UC build to support the delivery of SWAP
Staff and training providers - suggestions for change	No suggestions for change	Claimant mentions they have no suggestions for change
Claimant reflections	Delivery against expectations	To what extent SWAP met claimant expectations
Claimant reflections - delivery against expectations	Did deliver	The SWAP met the claimant’s expectations
Claimant reflections - delivery against expectations	Did not deliver	The SWAP did not meet the claimant’s expectations
Claimant reflections	Fit with circumstances	Claimant reflections on the extent to which the SWAP fitted with their personal circumstances
Claimant reflections - fit with circumstances	Did fit or supported	Claimant felt the SWAP did fit their personal circumstances
Claimant reflections - fit with circumstances	Did not fit or not supported	Claimant did not feel the SWAP fitted their personal circumstances
Claimant reflections - fit with circumstances	Reasons for poor fit	Reasons claimants gave for why they felt the SWAP did not fit with their personal circumstances
Claimant reflections	Most impactful	Claimant thoughts on what parts of the programme made the most difference to them
Claimant reflections	Most useful	Claimant thoughts on the most useful element of the programme
Claimant reflections - most useful	Interview support	Support/preparation given for the end interview
Claimant reflections - most useful	Job application knowledge	Knowledge gained about the job application process
Claimant reflections - most useful	Job application support	Support received during the job application process
Claimant reflections - most useful	New skills	New skills learned during the SWAP
Claimant reflections - most useful	No useful elements	Claimant does not think any useful elements
Staff and training provider and employers reflections	What does not work	Aspects of SWAP which are mentioned as not working well/requiring improvement (either mentioned at end of interview or throughout)
Staff and training provider and employers reflections	Accountability	Negative reflections related to a lack of accountability for those making referrals
Staff and training provider and employers reflections	Claimant attendance	Negative reflections on claimant attendance rates
Staff and training provider and employers reflections	Communication	Negative reflections related to communication between different parties involved in SWAP, for example, training providers and claimants
Staff and training provider and employers reflections	Length - what does not work	Negative reflections on overall SWAP length, or length of specific components of the SWAP
Staff and training provider and employers reflections	Managing expectations	Negative reflections on how well claimant or employer or training provider expectations are managed
Staff and training provider and employers reflections	Pool of candidates	Negative reflections related to the pool of candidates put forward for SWAP
Staff and training provider and employers reflections	Processing delays	Negative reflections on time to process elements of the SWAP, for example, getting DBS checks completed
Staff and training provider and employers reflections	What works	Aspects of SWAP which are mentioned as working well (mentioned at end of interview or throughout)
Staff and training provider and employers reflections	Claimant suitability	Positive reflections on how well participating claimants match the SWAP opportunity
Staff and training provider and employers reflections	Communication	Positive reflections related to communication between different parties involved in SWAP, for example, training providers and claimants
Staff and training provider and employers reflections	Flexibility of format	Positive reflections on the flexible format of SWAPs as a programme
Staff and training provider and employers reflections	JCP relationship	Positive reflections on the set-up or working of JCP teams
Staff and training provider and employers reflections	Job application process	Positive reflections on how SWAP differs from the usual job application process
Staff and training provider and employers reflections	Job reflected well	Positive reflections on how well the SWAPs represent the end role on offer
Staff and training provider and employers reflections	Length	Positive reflections on overall SWAP length, or length of specific components of the SWAP
Staff and training provider and employers reflections	Work experience	Positive reflections on the work experience part of the SWAP
Quotes		Assign where interesting quotes we may want to use in reporting
Referral	ALL effectiveness of referral process
Referral	ALL Suitability of candidates	Reflections on the suitability of claimants referred to SWAP
Referral - suitability of candidates	Negative	Negative reflections about suitability of SWAP candidates
Referral - suitability of candidates	Positive	Positive reflections about suitability of SWAP candidates
Staff and training provider factors affecting referral (and solutions and improvements)		Factors staff mention as affecting the number of claimant referrals made/received, and where present in the text, how any barriers are currently addressed or could be addressed
Staff and training provider factors affecting referral (and solutions and improvements)	Access to GI	Attractiveness of GI
Staff and training provider factors affecting referral (and solutions and improvements)	Claimant attitude	Claimant general attitude towards SWAP
Staff and training provider factors affecting referral (and solutions and improvements)	Claimant concern	Claimant concern about sector/role
Staff and training provider factors affecting referral (and solutions and improvements)	Claimant eligibility - funding	Claimant eligible/ineligible related to funding, for example, some funds restricted to claimants living in certain geographical areas
Staff and training provider factors affecting referral (and solutions and improvements)	Claimant eligibility - other provision	Claimant eligible/ineligible depending on whether they’ve been on other DWP provision
Staff and training provider factors affecting referral (and solutions and improvements)	Claimant interest	Claimant interest in SWAP/sector/role
Staff and training provider factors affecting referral (and solutions and improvements)	Claimant language	Language barrier - claimant does not have enough English to participate in SWAP
Staff and training provider factors affecting referral (and solutions and improvements)	FTA rates	Drop-out rates/need to factor this in
Staff and training provider factors affecting referral (and solutions and improvements)	Information transfer	Comments relating to the transfer of information during referral processes, for example, transfer of referrals to training providers
Staff and training provider factors affecting referral (and solutions and improvements)	NOT site profiles or targets	Mentioned specifically that JCP targets do NOT influence number of referrals
Staff and training provider factors affecting referral (and solutions and improvements)	Other provision	Impact of other provision (not related to eligibility/funding) for example, claimants sent directly to employers on site for Ways2Work rather than a SWAP
Staff and training provider factors affecting referral (and solutions and improvements)	Role saturation	Number of other vacancies/SWAPs available locally for same/similar roles
Staff and training provider factors affecting referral (and solutions and improvements)	Site profiles or targets	Influence of JCP targets for SWAP referrals
Staff and training provider factors affecting referral (and solutions and improvements)	SWAP length	Length of the overall SWAP
Staff and training provider factors affecting referral (and solutions and improvements)	SWAP location	Travel time to SWAP
Staff and training provider factors affecting referral (and solutions and improvements)	SWAP mode	Certain types of SWAP preferred, for example, virtual
Staff and training provider factors affecting referral (and solutions and improvements)	WC buy-in	WC not bought into SWAP, for example, due to poor previous experience with an employer
Staff and training provider factors affecting referral (and solutions and improvements)	WC knowledge	WC knowledge of SWAP offer
Staff and training provider factors affecting referral (and solutions and improvements)	WC time to refer - awareness	WC not aware of SWAP opportunities available
Staff and training provider factors affecting referral (and solutions and improvements)	WC time to refer - ease of referral process	WC not enough time to refer and how easy it is for them to make a referral
Staff and training provider factors affecting referral (and solutions and improvements)	WC time to refer - quality referral	WC not enough time to ensure quality referrals made/candidates suitable
Staff and training provider factors affecting referral (and solutions and improvements)	WC time to refer - short SWAP timescales	WC not enough time to discuss SWAP ahead of open day/SWAP start
Referral	Staff Circumstances for referral	Circumstances in which staff refer claimants to SWAP
Referral	Claimant specific interest	WC/Staff mentions referring claimants if they express an interest in a particular role or sector
Referral	Conversation with candidate	WC/Staff mentions referring claimants following conversation or other interaction with the claimant
Referral	Refer to SWAP first	WC/Staff mentions referring claimants to SWAP above other provision where possible
Referral	Training provider aspects that work well	Suggestions made by training providers on what elements of referral work well
All other referral or pre-SWAP processes	Other pre-SWAP processes	Other pre-SWAP processes or elements discussed by participants
All other referral or pre-SWAP processes	Open day	Comments related to SWAP open days
All other referral or pre-SWAP processes	Selection process	Comments relating to any pre-SWAP selection processes (that’s not a claimant and WC skills assessment) for example, pre-SWAP interview
All other referral or pre-SWAP processes	Skills assessment	Comments relating to claimants undergoing a skills assessment with their WC pre-SWAP
Claimant aspirations		What claimants hoped to get from taking part in the SWAP
Claimant aspirations	Certificate or qualification - aspirations
Claimant aspirations	Clarity on application processes
Claimant aspirations	Confidence - aspirations
Claimant aspirations	Employment - aspirations
Claimant aspirations	Get a GI - aspirations
Claimant aspirations	Licence - aspirations
Claimant aspirations	New skills - aspirations
Claimant aspirations	Sector experience - aspirations	Experience of working in a new sector
Claimant aspirations	Support in application processes	for example, get support with tests for job roles
Claimant choice specific swap		Reflections on the extent to which claimants were offered different SWAPs
Claimant choice specific swap	Offered other SWAPs	Claimant was offered the possibility of attending other SWAPs
Claimant choice specific swap	Single SWAP offer	Claimant was only offered the SWAP they attended
Claimant choice taking part		Claimant reflections on extent to which they had a choice in taking part in the SWAP they attended
Claimant choice taking part	Choice	Claimants express that they did feel as though they had a choice in taking part in the SWAP they attended
Claimant choice taking part	Choice - other	Any other reflections on choice
Claimant choice taking part	No choice	Claimants did not feel as though they had a choice in the SWAP, for example, they believed it would affect their benefits if they did not take part, or it was not explained how it would affect their claim
Claimant concerns		Concerns claimants had about taking part in the SWAP & extent to which these were addressed
Claimant concerns	Concerns addressed	Claimant reflects that their concerns were addressed
Claimant concerns	Concerns not addressed	Claimant reflects that their concerns were not addressed
Claimant concerns	No concerns	Claimant had no concerns about taking part in the SWAP
Claimant expectations		What expectations claimants first had about SWAP
Claimant expectations	High	High expectations, for example, that it was a life-changing decision
Claimant expectations	Low	Low expectations, for example, WC not aware of SWAP or lack of interest in the roles available
Claimant expectations	Mixed feelings	Claimant mentioned having mixed feelings about SWAP
Claimant expectations	Neutral - SWAP expectations	Claimant reflected neutrally when asked, for example, ‘it was fine’ or wanted more information
Employers and claimants reason for taking part		Why claimants and employers decided to take part in SWAP
Employers and claimants reason for taking part	Aligned with interests	SWAP was in a line of work (for example, sector or role) claimant is interested in
Employers and claimants reason for taking part	Candidate vetting	To help ensure candidates are right for the role
Employers and claimants reason for taking part	Certificate or qualification - why taking part
Employers and claimants reason for taking part	Employment - why taking part
Employers and claimants reason for taking part	Fill vacancies	Employers to fill vacancies/increase their numbers of staff
Employers and claimants reason for taking part	Get a GI - why taking part
Employers and claimants reason for taking part	Licence - why taking part
Employers and claimants reason for taking part	New skills - why taking part
Employers and claimants reason for taking part	Not aligned with interests	SWAP was not in a line of work (for example, sector or role) claimant is interested in
Employers and claimants reason for taking part	Save resource	To save time/money on recruitment
Employers and claimants reason for taking part	Sector experience - why taking part	Experience of working in a new sector
Claimant improvements to information		Suggestions of other information that would have been helpful
Claimant information pre-SWAP		What information claimants were initially provided with pre-SWAP
Claimant information pre-SWAP	Amount of information received	Claimant view on how much information they were provided with
Claimant information pre-SWAP	Location of the SWAP	Info provided on the location of the SWAP
Claimant information pre-SWAP	Nature of the SWAP	Info provided on what the SWAP looks like/what would happen
Claimant information pre-SWAP	Nature of the work	Info provided on the end role and what that looks like
Claimant sufficiency of information		The extent to which claimants felt they had enough information to make a decision about taking part
Claimant sufficiency of information	Insufficient
Claimant sufficiency of information	Neutral - information received
Claimant sufficiency of information	Sufficient
How heard about SWAP		How claimants and employers first heard about SWAP
How heard about SWAP	Other	Other sources mentioned
How heard about SWAP	Social media	Through an advert on social media
How heard about SWAP	Work Coach or JCP	Through the jobcentre, for example, in discussion with work coach, JCP noticeboard, other JCP interaction
Staff and training provider SWAP knowledge	SWAP purpose	Participants reflections on the purpose of SWAP
SWAP purpose	Bypass normal recruitment processes	Gets claimants in front of employers/bypass usual application processes
SWAP purpose	Fill vacancies	Comments about filling employer vacancies
SWAP purpose	Match people to roles	More effectively matches people to available vacancies
SWAP purpose	Move claimants into work	SWAP moves claimants into employment
SWAP purpose	Try before you buy - claimants	Comments relating to providing claimants a ‘taster’ of sector/role
SWAP purpose	Try before you buy - employers	Comments relating to providing employers a ‘taster’ of potential employees
SWAP purpose	Upskilling claimants	Comments related to how claimants can gain qualifications that can help them apply for vacancies
Staff and trainer provider SWAP knowledge	SWAP target groups	Comments relating to who SWAP is thought to be targeted towards
SWAP target groups	Claimants’ employment gap	Claimants who have not worked for a while (for example, have been on benefits for a while)
SWAP target groups	Claimants lacking experience	Claimants without experience for the jobs available
SWAP target groups	Claimants underqualified	Claimants who are underqualified for the jobs available
SWAP target groups	No specific group	SWAP seen as targeted towards anyone
SWAP delivery	Partnership Working	Codes relating to partnership working to set-up and manage SWAPs
SWAP delivery	SWAP set-up	Comments related to how SWAPs are set-up in the district area
SWAP set-up	Influencing factors	Factors described as affecting or having some impact on if, and how, SWAPs are set up and delivered
SWAP set up - influencing factors	Claimant drop-out
SWAP set up - influencing factors	Claimant interest
SWAP set up - influencing factors	Claimant skills need
SWAP set up - influencing factors	Clearance requirements
SWAP set up - influencing factors	Employer interest
SWAP set up - influencing factors	Employer vacancy need
SWAP set up - influencing factors	Funding source
SWAP set up - influencing factors	Local growth sectors
SWAP set up - influencing factors	Local labour market need
SWAP set up - influencing factors	Number of employers available
SWAP set up - influencing factors	Previous experience
SWAP set up - influencing factors	Targeting of specific claimant groups	for example, ex-offenders, BAME claimants
SWAP set-up	Initiation	Comments relating who initiates SWAPs
SWAP set-up	Link to vacancies	Comments setting out to what extent SWAPs are or are not linked to specific vacancies
SWAP set-up	Networking	Comments related to networking between DWP staff, employers, training providers and others to facilitate the set-up of SWAPs
SWAP set-up	Set-up challenges (and solutions)	Challenges specifically related to SWAP set-up, and where present, solutions or improvements proposed or implemented to address these
SWAP set-up	Working with Employers	Comments related to working with employers on SWAPs in the district area
SWAP set-up - working with employers	Challenges (and solutions)	Reflections on the challenges of working with employers on SWAP, and where present, solutions or improvements proposed or used to address these.
SWAP set-up - working with employers	Employer wants	Perceptions on what employers want from SWAPs
SWAP set-up - working with employers	Positives	Positive reflections about working with employers
SWAP set-up	Working with JCPs	Comments related to working with JCPs on SWAPs in the district area
SWAP set-up - working with JCPs	Challenges (and solutions)	Reflections on the challenges of working with JCPs on SWAP, and where present, solutions or improvements proposed or used to address these
SWAP set-up - working with JCPs	Positives	Positive reflections about working with JCPs
SWAP set-up	Working with training providers	Comments related to working with training providers on SWAPs in the district area
SWAP set-up - working with training providers	Challenges (and solutions)	Reflections on the challenges of working with training providers on SWAP, and where present, solutions or improvements proposed or used to address these
SWAP set-up - working with training providers	Positives	Positive reflections about working with training providers
SWAP set-up - working with training providers	Training provider wants	Perceptions on what training providers want from SWAPs
Staff programme delivery		Codes relating to local delivery of SWAP by DWP/JCPs
Staff programme delivery	Concerns about SWAPs	Comments relating to concerns about SWAPs that have been delivered locally
Staff programme delivery	Training provider behaviour	Comments where concerns are linked to training provider behaviour, for example, over-promising to claimants or not delivering agreed elements or outputs (for example, GIs)
Staff programme delivery	DWP delivery reflections	Reflections by staff on how SWAP is set-up/delivered by DWP (including fit with other provision)
Staff programme delivery	Improvements to set-up	Comments where staff suggest improvements to local SWAP set-up
Staff programme delivery - improvements to set-up	Not satisfied	Comments where staff express being dissatisfied with local delivery/set-up
Staff programme delivery - improvements to set-up	Satisfied	Comments where staff express being satisfied with local delivery/set-up
Staff programme delivery	Funding	Comments related to SWAP funding
Staff programme delivery - funding	Funding challenges (and solutions)	Challenges mentioned directly linked to funding, and where present, solutions or improvements proposed/implemented to address these
Staff programme delivery - funding	Funding source	Funding sources mentioned for SWAP
Staff programme delivery - funding source	AEB	Funding from AEB (Adult Education Budgets)
Staff programme delivery - funding source	LVP using FSF	Funding from LVP (Low Value Procurement) using Flexible Support Fund
Staff programme delivery - funding source	Other	Other funding sources not mentioned above
Staff programme delivery - funding source	UK Renewal Fund	Funding from the UK Renewal Fund
Staff programme delivery	Local SWAPs	Comments relating to what SWAPs look like locally (for example, sectors, length, mode, totality of the SWAP offer)
Staff programme delivery	Match to local need	Comments reflecting on how suitable SWAPs are to the local labour market (including claimant needs) and any gaps in current delivery
Staff programme delivery	Match to claimant personal circumstances	Comments relating to how well SWAPs on offer locally match to claimant personal circumstances
Staff programme delivery	Match to customer aspirations	Comments relating to how well SWAPs match claimant aspirations
Staff programme delivery	Not suitable for SWAPs	Comments relating to any local sectors or roles that are not considered suitable for SWAP, and/or higher-level qualifications not suitable to be undertaken as part of SWAP
Staff programme delivery	Number of SWAPs	Comments relating to the volume of SWAPs available to claimants
Staff programme delivery	Variation in SWAPs	Comments relating to the variety of SWAPs available to offer to claimants
Staff programme delivery	Staffing	Comments related to SWAP staffing set-up
Staff programme delivery	Co-location	Comments relating to co-location of staff working on SWAP
Staff programme delivery	Staff resource	Comments specifically reflecting staff resource for working on SWAP, for example, number of FTE
Staff programme delivery	SWAP responsibilities	Responsibilities staff have in relation to the delivery of SWAP
Staff programme delivery - SWAP responsibilities	Advertising a SWAP
Staff programme delivery - SWAP responsibilities	Bringing in employers
Staff programme delivery - SWAP responsibilities	Launching SWAP
Staff programme delivery - SWAP responsibilities	Monitoring GIs
Staff programme delivery - SWAP responsibilities	Monitoring referrals
Staff programme delivery - SWAP responsibilities	Monitoring SWAP outcomes
Staff programme delivery - SWAP responsibilities	Monitoring SWAP starts
Staff programme delivery - SWAP responsibilities	Monitoring SWAP tracker completion
Staff programme delivery - SWAP responsibilities	Partnering employers and training providers
Staff programme delivery - SWAP responsibilities	Sifting customers
Staff programme delivery - SWAP responsibilities	Supporting customers
Staff programme delivery - SWAP responsibilities	Supporting EAs
Staff programme delivery - SWAP responsibilities	Supporting employers and training providers
Staff programme delivery - SWAP responsibilities	Supporting work coaches

1. A pilot is a small-scale, preliminary study that is used as a test run for a particular research instrument to ensure its efficacy. ↩