Is an extended payment a change event?

Currently, there are 0 users and 1 guest visiting this topic.
Viewing 9 posts - 1 through 9 (of 9 total)
  • Author
    Posts
  • #33800
    simonh
    Participant

    We have been having a discussion here as to whether an epay counts as a change event for performance purposes.

    My view is that in itself it doesn’t. The award of an epay should not create a stat. If there is no in work claim being made the termination of benefit should create the statistic, and if one is made, this is the change event being measured.

    I wondered what other people thought.

    Also, I notice that Academy creates a stat for each epay unless you remember to supress statistics.

    #94007
    Anonymous
    Guest

    The change is that they come off IS/JSA/whatever and start work. The extended payment is not a change itself – it just sets back the effective date of the change.

    #94008
    simonh
    Participant

    Thanks.

    I’ve now had a chance to look into this a bit more.

    I suspect that the award of an epay is in itself a change event that needs to be recorded. It is a seperate award of benefit and not just a rule for delaying the effective date of a change. However, effectively, whenever an etd is received telling us that someone meets the conditions for an award, there are multiple changes beinig reported as there is also the end of the IS/JSA award. Having looked at A5/08 where multiple changes are reported at the same time, only one stat should be created. So there shouldn’t be one for the epay and one for the termination (assuming no in work claim has been made).

    To add to the confusion, if an in work claim is received via the JC+ does this count as notified sepertately or not?

    #94009
    simonh
    Participant

    I’ve had a reply from the DWP who confirm that the award of an epay is a superseeding decision which should create a statistic. However the termination doesn’t.

    Any in work claim should also create a stat.

    #94010
    Anonymous
    Inactive

    Sorry for resurecting this thread but i was wondering what dates people use when assessing the subsequent in-work claim (either to terminate or to continue entitlement)?

    Due to software issues here we cancel the claim (and suppress the stat) and then award the EP (keeping the stat). We then allow a month for the claimant to provide enough evidence for their in-work claim to be assessed.

    According to the FAQs section of the right time PIs on the DWP website…

    [quote:5c1a707d1c]A second change event would then be counted for the right time indicator when the customer moves onto in-work benefit or the claim is terminated. If the customer does move onto in-work benefit the processing time for the change event would be the receipt of the in-work claim form/ evidence[/quote:5c1a707d1c]

    So what starts the clock ticking on an in-work claim once EP has been awarded? Is it the original ETD/ notification by the customer, is it the first proof of their circumstances once an entitlement to EP has been established? If the claimant does not respond to further enquiries regarding their circumstances, does we count a 1 day processing time once the time limit given has expired?

    What do other authorities do?

    #94011
    simonh
    Participant

    I would say that it is the first notification received that says that the clt has stopped receiving a passported benefit. At this point you are aware of the change event so the clock starts ticking from then. However, if your in & out of work project is working properly (!?!) you should be notified of the clts intention to make an inwork claim at the same time as the ETD cancelling IS/JSA so there shouldn’t be any undue delays in getting all the supporting information.

    #47656
    Anonymous
    Guest

    Hello, I’d like to resurrect this topic if I may. I’m probably making this more confusing for myself than it really is, so please can someone soothe my fried brain?
    As far as I can see, if a claimant claims an extended payment and then makes an in work claim there should be 2 stats, one for the epay and one for the claim, is that right?
    But what if someone doesn’t want to make an in work claim? should there only be 1 stat for the epay, or because they don’t want to make an in work claim do we still have to have 2 stats, 1 for the termination and 1 for the epay?
    We all have different views on this here, so we’d like to have a definitive answer so we’re all doing the same thing!

    #94012
    Anonymous
    Guest

    Think how much money could be saved if all this stupid performance monitoring was to go. No more “angels on a pinhead” discussions for a start! By the way, and talking of monitoring, I had the auditor in last Monday to pick up my rejigged subsidy claim and… he’s been laid off (from last Friday). Audit Commission are making A LOT of people redundant

    #94013
    simonh
    Participant

    I think there should be two stats. One for the award of the Epay and another for the coc that means the clt no longer qualifies at the end of this period.

Viewing 9 posts - 1 through 9 (of 9 total)
  • You must be logged in to reply to this topic.