Being shortlisted for the HSJ Partnership Awards gives us a moment to pause and look at the bigger picture: what this project means for the wider NHS.

The trust moved from 20% job plan engagement to 100% completion, from Level 0 to Level 3, and from fragmented insight to a full, accurate view of clinical capacity.

Yet the most important part is that this approach is repeatable.

Nationally, the average attainment level is 0.6, meaning most trusts lack consistent job planning and the data needed to make informed workforce decisions.

The work here shows what’s possible when teams have:

• A clear process
  
• A transparent policy
  
• Support for clinical leads
  
• Reliable, consistent data
  
• Time to ask questions and shape their plans
  
• Diagnostic reporting that spots anomalies instantly
  

For the first time, Countess of Chester can create demand-based workforce models with a click, not a six-week manual trawl. Clinical leaders can review performance and service needs quarterly, as NHS England’s framework intends.

Most importantly, conversations have changed – from ‘we think’ to ‘we know.’

This is the type of workforce clarity the NHS needs to support patient care, improve staff wellbeing and ensure teams are resourced safely. It’s also why we’re committed to sharing these lessons across the country through NHS England, through events, and through the many trusts already reaching out to learn more.

Being shortlisted isn’t the end goal… it’s a sign that the NHS is ready for solutions that are practical, human and built around real clinical work.

Disclaimer: This information is provided for general guidance only. It may not reflect the most up-to-date NHS policies or local Trust practices. Always refer to current NHS guidance and your organisation’s policies for definitive information.