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Departmental Staff

Volume 447: debated on Monday 12 June 2006

To ask the Secretary of State for Work and Pensions what assessment he has made of the effects of staff reductions in his Department and its agencies on performance in (a) 2004-05 and (b) 2005-06; and if he will make a statement. (35707)

The departmental report, published in June 2005, set out an initial assessment of the progress made against the efficiency challenge and delivery of the Department’s SR2004 public service agreement targets. The autumn performance report, published on 15 December 2005, provided an update on delivery of these public service agreement targets, in the context of the efficiency agenda. Copies are available in the Library.

To ask the Secretary of State for Work and Pensions how many staff are employed by his Department in each departmental region; and how many staff he expects to be employed by his Department in each such region in (a) 2007 and (b) 2008. (68752)

Information on the number of staff employed by the Department for Work and Pensions as at 31 March 2006 by each Government office region is set out in the following table.

Data on the total number of staff expected to be employed in the Department at 31 March 2007 and 31 March 2008 are not available by Government office region as detailed plans are currently being developed.


Planned staff

Government office region/country

Actual staff



East Midlands


East of England




North East


North West




South East


South West




West Midlands


Yorkshire and the Humber


Departmental total




Notes: 1. Figures are point in time at dates stated and comply with Office for National Statistics definitions. 2. Figures are FTE and include temporary staff. 3. Planned figures are rounded to nearest 50 FTE and are subject to change.

To ask the Secretary of State for Work and Pensions what assessment he has made of the reporting of the effectiveness of his Department’s spending on staff learning and development. (72253)

The Department has introduced an effective learning and development evaluation strategy across all business areas. Our strategy and processes are linked to maintaining the Investors in People accreditation. Each business area has identified its priorities for learning investment and these are formally evaluated to measure the efficiency of the learning that has taken place. All departmental expenditure on learning and development is collated centrally and is reviewed on a quarterly basis.