All JSA claimants are required to do all they can reasonably be expected to give themselves the best prospects of securing employment. At the outset of the claim, all claimants see a personal adviser to discuss and agree what they can reasonably be expected to do, taking into account their individual circumstances; and to provide access to help that may be needed to improve employment prospects.

This process involves assessing things we know increase the chances of finding and getting work, which includes being able to identify and apply for jobs, many of which

are now available through on-line recruitment channels. Where searching and applying for jobs online is important, but the claimant lacks the ability or means of doing so, help will be provided. Claimants are expected to take advantage of that help, but nobody is expected to undertake, or be sanctioned for failing to undertake, an activity that is simply unreasonable.

A more diverse judiciary is important in retaining the public’s confidence and trust in justice, and better reflecting the society it serves. The Government has made a number of changes through the Crime and Courts Act 2013 that we believe will promote judicial diversity. We have introduced part time working in the senior courts, including the Supreme Court, we have enabled the equal merit provision for judicial appointments to allow protected characteristics to be taken into account where two applicants are of equal merit, and a statutory duty for the Lord Chancellor and Lord Chief Justice to encourage judicial diversity.

In order to protect the confidentiality of applicants, the diversity of applicants is not presented in recruitment exercises with fewer than 10 recommendations. This is consistent with the arrangements for official statistics published about judicial selection. As a result, results for Supreme Court, Heads of Division, masters, registrars, cost judges and district judges (Principal Registry of the Family Division), deputy masters, deputy registrars, deputy costs judges and deputy district judges (Principal Registry of the Family Division), will not be presented. In addition, there were no recruitment exercises for judge advocates or deputy judge advocates in the time period covered.

There is no central record of this information for magistrates and to provide it would be at a disproportionate cost. It would require 47 local JP advisory committees to check the individual records of at least 6,000 applicants at an estimated cost of £12,500. The departmental threshold for refusal of a request for information on the

grounds of disproportionate costs is £800. I am, therefore, unable to provide the requested information regarding applicants to magistrate posts.

Results in 2013 to date are being published on 5 December at:

http://jac.judiciary.gov.uk/about-jac/823.htm

and will not be included in this PQ.

For the other posts, the following tables show the number of women applicants, applicants from a BAME background, applicants with a disability and the total number of applicants for recruitment exercises with 10 or more recommendations which were completed between financial years 2010-11 and 2012-13. Please note the definition of the completion of an exercise changed in June 2012 from the date of the closedown report to the date the recommendations were sent to the Lord Chancellor’s report, in order to make the results more timely.

Please note for Court of Appeal, the exercise in 2012-13 was the first to ask for diversity information. Please also note that information regarding disability was not asked for in some exercises.

Apprenticeships are jobs with high quality training. The number of Apprenticeship vacancies is determined by the number of employers offering them.

We are committed to increasing the number of Apprenticeships offered by employers through investing almost £1.5bn in Apprenticeship training this year; improving quality across the programme to better meet employer needs;

The Apprenticeship Reform Implementation Plan, published in October, set out our long term plan for growing the number of Apprenticeships offered by employers by putting employers in the driving seat and giving them the opportunity to lead the way in developing and implementing new Apprenticeships in their sectors.

The National Apprenticeship Service has advertised 135,200 vacancies in England over the last 12 months to October 2013.

Figures are based on employers who advertise their vacancies to the public using the Apprenticeship Vacancies website and so do not provide a comprehensive picture of all Apprenticeship opportunities. In addition, many employers advertise independently or put existing staff through an Apprenticeship where they move into a new role as part of their career development and training.

Apprenticeships are a devolved matter therefore data for Scotland, Wales and Northern Ireland is not available.

The Department of Energy and Climate Change (DECC) reorganised its group structure in October 2013. Therefore no data exists for those groups prior to that date.

The current Turnover rate for the DECC groups are set out as follows.

The turnover rate for DECC at 31 March in each of the years requested is set out as follows:

Health Education England (HEE) will publish its England level plan (name to be confirmed) on 5 December. This year providers have forecast their future workforce requirements (with the responsibility of reflecting local service demand based on need) which local education and training boards (LETBs) have moderated to make adjustments to their education and training commissions. The England assessment of those positions will be available in the published plan.

HEE hold information contributing to, and are responsible for, the secure supply of the England NHS-funded workforce but Wales is not part of their remit. Attrition assumptions have been modelled into an assessment of security of supply, and hence the “qualifiers” that will outturn through to 2014-18 (for nurses), the higher level outcomes of which will be published in December.

Earlier this year, HEE exercised a due diligence process to collate information from the LETBs (formerly strategic health authorities) as part of an inherited HEE responsibility to provide assurance of 2012-13 education commission positions. In year outturn from 2009-10 to 2012-13 actuals are listed as follows by core nursing branch:

This information is not collected centrally.

I shall consider the hon. Lady’s request, and get back to her.

Since January, the coalition has no longer been producing the statistics showing the number of people chasing every job vacancy in each constituency. Will the Secretary of State bring those statistics back, so that we can have information about what is happening in our own constituencies?

The Maritime and Coastguard Agency does not hold average staff vacancy rate across all Maritime Rescue Coordination Centres (MRCC) prior to 2010. The information for 2010 to 2012 is as follows:

There is no central collection of the number of vacancies of midwives and supervisors of midwives in each national health service trust. The Department of Health is able to provide data about the number of job advertisements placed on NHS Jobs by employers in the NHS.

The following table shows number of adverts as at 31 October 2013 for midwives by NHS trust. Only Lewisham Healthcare NHS Trust advertised a vacancy for the role of supervisor of midwives.

Statistics on how many people in Wrexham constituency receive jobseeker's allowance (JSA) can be found at:

https://www.nomisweb.co.uk/default.asp

Guidance for users can be found at:

https://www.nomisweb.co.uk/home/newuser.asp

The last year for which JSA sanctions figures are available by parliamentary constituency is from 1 June 2011 to 31 May 2012. The information requested linking the JSA recipients to the available JSA sanctions data is not readily available and could be provided only at disproportionate cost.

However, from statistics we do have available, the number of people in Wrexham constituency who have been sanctioned in the last year for which figures are available is given in the following table:

Statistics on how many job vacancies there were in Wrexham constituency between June 2011 and May 2012 can be found at:

https://www.nomisweb.co.uk/default.asp

Guidance for users can be found at:

https://www.nomisweb.co.uk/home/newuser.asp

Universal Jobmatch uses 6Sense technology to enable jobseekers to see the jobs/opportunities most relevant to them. The search engine searches conceptually (so jobseekers don't have to type exact terms into the job title to obtain a match). Universal Jobmatch finds more job results from search criteria because results are not limited to the words you enter. Universal Jobmatch will find relevant jobs by matching the search criteria you enter and by matching words that are related to your search criteria. You'll get a wider range of search results that are also more relevant.

We do not currently have a mechanism in place for routinely assessing job search accuracy. DWP is working with the Universal Jobmatch supplier on a timetable for prioritising and implementing improvements to the available MI, subject to funding.

However, we do gather user insight and will act on any feedback relating to the accuracy of the matching feature.

Based on the jobs advertised on the Universal Jobmatch service, the percentage of new jobs uploaded by employers as at 30 September 2013 was 52.3%.

Based on the jobs advertised on the Universal Jobmatch service, the percentage of jobs uploaded from recruitment agencies on behalf of

employers as at 30 September 2013 was 47.7%. It is not possible to exclude from this figure recruitment agencies advertising their own vacancies.

Universal Jobmatch system that now use the postcode as the location indicator. This helps pinpoint the location of the seeker and the vacancy more specifically and greatly improves the search results.

Anyone posting a job on Universal Jobmatch, including recruitment agencies, has to create an account on the Universal Jobmatch website. This requires them to accept the Terms and Conditions for Employers and a contractual relationship is thereby created between the recruitment agency and DWP. At paragraph 9.1.5 of the Terms and Conditions for Employers it states that any job advertised will “have a contract in place with the end employer when the job is being advertised on behalf of another employer (e.g. recruitment agency or job board).”