WorkWell Clarification Log
WorkWell Grant Application - Clarifications Log
The Employment & Skills WorkWell team have compiled answers to submitted questions about the WorkWell grant application process on this page.
All questions must be received via ESTAR@eastsussex.gov.uk by 9am on Tuesday 8th September 2026.
We've compiled responses under the following themes:
- Agreements / SLA
- Application format (including partnership bids)
- Mobilisation
- Personnel (Recruitment / staff ratios / qualifications)
- Scope of provision (eligibility / caseloads / targets / deployment / outcomes)
We are working with colleagues to gather further responses to questions submitted and will provide a further update shortly.
| Question | Response |
|---|---|
| Are you planning to issue a draft set of T&Cs before the submission deadline? | No, these will be set out in the grant agreement when we have received full DWP confirmation. |
| Question | Response |
|---|---|
| Please can you confirm if diagrams may be used in the response and if words within diagrams contribute to the overall word count for the question. | Yes, diagrams may be used within the Grant Application where they help to illustrate or support the response. Words contained within diagrams will not be included in the overall word count for the question. However, any explanatory text outside of the diagram should remain within the specified word limit. |
| Please can you explain how the performance management of partners will operate if bidders choose to submit a bid involving partners? We note that all partners will be issued a direct contract with ESCC. Will contracts be managed by the lead bidder/partner, or ESCC? How will this work? | Where contracts are awarded to individual partners, ESCC will retain direct oversight and performance management of each contracted organisation. While a lead partner may coordinate partnership activity, each partner will remain individually accountable to ESCC for the delivery, performance and compliance of their own contract. |
| Question | Response |
|---|---|
| Will bids be considered with a mobilisation plan and commencement date 3 months post grant application signature to allow for recruitment? | While we know that additional recruitment will be required, organisations need to explain how they will meet the targets set for the six month delivery window, and we do expect to see participant starts in October. Partners should have appropriate resource available from the start of October to ensure that resource enables referral generation, quality of service, partnership working, engagement with key stakeholders such as ICTs alongside participant support. |
| Question | Response |
|---|---|
| Could you please clarify the requirement for a minimum FTE of Employment and Wellbeing Coaches across the 3 financial years of the programme. Does this requirement mean that throughout 26/27 there must be a minimum of 4 FTE in each month of delivery and likewise if the minimum FTE is set to 7.5 and 8 for each month of 27/28 and 28/29 respectively? Or is there scope for staffing on a monthly basis to be below the minimum to reflect the caseload ramp up at the start of the programme and ramp down at the end of the programme, with the minimum FTE requirement reflecting the peak caseloads of each given year rather than a minimum requirement for each month? | The minimum FTE figures are intended to reflect the staffing capacity required to support peak caseloads within each financial year, rather than a requirement to maintain those levels in every month of delivery. We recognise the need for staffing to ramp up and down alongside participant numbers; however, providers should ensure sufficient resource from the outset to support referral generation, service integration, partnership working, and engagement with key stakeholders, including ICTs, while maintaining service quality throughout delivery. Organisations can only claim for the funds spent, so the full grant allocation will not be received if defined staff numbers are not in place. |
| Is there an expectation or preference that all coaches hold (or gain) a Level 6 or Level 4 CEIAG qualification. | Yes. It is expected that all coaches hold (or gain) a Level 6 or Level 4 CEIAG qualification. |
| Question | Response |
|---|---|
| Please could you confirm the eligible age cohorts? | Workwell is aimed at all working aged residents with a disability, health condition, or wellbeing challenge that affects their ability to stay in work, return to work, or move closer to employment. We recognise that in East Sussex we have considerable numbers of young people aged 16-24 with specific needs. We would expect the provider to consider how they would differentiate support for this group compared to other cohorts aged 24+. |
| Could you provide further detail as to your rationale for the requirement for the Employment and Wellbeing Coach to support a caseload of approximately 30 people? On equivalent programmes we have delivered we would normally see much higher caseloads. | The caseload of approximately 30 participants is the DWP advised caseload for the programme. The figure is intended to ensure a high-quality, personalised service, enabling coaches to provide regular contact, tailored support, and effective coordination with partner services to achieve outcomes. |