Our HSJ Partnership Award nomination shines a light on a workforce project that delivered more than a set of job plans. It delivered trust-wide clarity, better conversations, and a calmer, more transparent process for clinicians.

From the outset, Countess of Chester and SARD took a shared, open approach:
→ Understand the current picture
→ Review policy, process and expectations
→ Build trust through clear communication
→ Create job plans grounded in real activity
→ Analyse capacity and demand to guide decisions

One of the biggest barriers in job planning is that every specialty runs differently… and that’s okay. Instead of pushing a generic template, we worked with clinical leads to shape plans that reflect each team’s reality. Over 70% of clinicians attended training, and more than 120 one-to-one sessions ensured nobody was left without direct support.

The results?

• 285 job plans completed
• A fully engaged workforce
• Clear, agreed clinical activity definitions
• A shared understanding of what capacity truly looks like
• A new policy signed off quickly with BMA and JLNC support

Clinical feedback speaks volumes:

“This has been our best job planning exercise in 14 years.” – Consultant Physician
“Support was incredibly helpful… It made a big difference.” – Consultant Vascular Surgeon

The project is now being shared nationally, not just because it reached Level 3, but because the process was fair, transparent and supportive. It’s a reminder that job planning isn’t just data, it’s people, roles, expectations and patient care.

And when those things align, meaningful change is possible.

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.